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Rev. 5-2018

AN INTRODUCTORY GUIDE

B A P T I S T H E A L T H E M P L O Y E E H A N D B O O K

2 Rev. 5-2018

Table of Contents

Table of Contents .............................................................. 2

Welcome to the Baptist Family! ........................................ 8

Our Mission, Vision and Values ......................................... 9

MISSION ............................................................................................. 9

VISION ................................................................................................ 9

FAITH-BASED VALUES ........................................................................ 9

Our Core Values Defined ................................................. 10

Integrity ...................................................................... 10

Respect ....................................................................... 10

Compassion ................................................................ 10

Excellence ................................................................... 10

Collaboration .............................................................. 10

Joy .............................................................................. 10

Our Commitments........................................................... 11

To Patients ....................................................................................... 11

To Employees ................................................................................... 11

To Physicians & Other Providers ...................................................... 12

To Safety & Promoting a Just Culture .............................................. 12

To the Community ........................................................................... 13

To Stewardship ................................................................................ 14

To Corporate Responsibility ............................................................. 14

Our Employee Relations Code ......................................... 16

Our History & Heritage .................................................... 18

The First Baptist Hospital in Kentucky ............................................. 18

A N I N T R O D U C T O R Y G U I D E

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Who We Are .................................................................................... 19

Who We Serve ................................................................................. 21

Where We Are ................................................................................. 21

Our Markets in the East ........................................................ 22

Our Markets in Kentuckiana ................................................. 23

Our Markets in the West ...................................................... 25

Our Clinics and Home Care ................................................... 26

Accreditation & Membership .......................................................... 29

Policy Guideline Foreword............................................... 29

Our General Employment Guidelines ............................... 30

Employment At-Will......................................................................... 30

Equal Employment Opportunity ...................................................... 30

Workplace Harassment.................................................................... 31

Workplace Bullying .......................................................................... 33

Other Standards of Conduct ............................................................ 34

Confidentiality Policy ....................................................................... 36

Conflicts of Interest ......................................................................... 37

Our Orientation & Performance Guidelines ..................... 38

General Orientation ......................................................................... 38

Introductory Period ......................................................................... 38

Orientation and Training Period ...................................................... 39

Performance Evaluations ................................................................. 39

Promotions & Transfers ................................................................... 40

Progressive Disciplinary Practices .................................................... 41

• Verbal reprimand: ...................................................... 41

• Written reprimand: .................................................... 41

• Suspension: ................................................................ 41


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• Final Warning: ............................................................ 41

Our General Guidelines ................................................... 43

Attendance ...................................................................................... 43

Break Areas & Dining Facilities ........................................................ 45

Building & Grounds Security (Package Inspection) .......................... 45

Bulletin Boards ................................................................................. 45

Chapel .............................................................................................. 46

Computer Access ............................................................................. 46

Electronic Communications (Email) ................................................. 46

Electronic Devices (Cell Phones) ...................................................... 47

Firearms and other Weapons .......................................................... 47

Identification Badge ......................................................................... 48

Need for Third Parties (Position Regarding Unions) ........................ 48

No Solicitation, No Distribution Rule ............................................... 48

Off Duty Access to Patient Care & Other Work Areas ..................... 49

Open Door Philosophy (Escalation of Complaints) .......................... 50

Personal Appearance ....................................................................... 51

Personnel Records ........................................................................... 51

Pride in Our Premises ...................................................................... 52

Protected Concerted Activity ........................................................... 52

Smoking & Tobacco Use .................................................................. 53

Social Media ..................................................................................... 53

Telephone Messages ....................................................................... 53

Use of Company & Personal Vehicles .............................................. 53

Workplace Search ............................................................................ 54

Our Health & Safety Guidelines ....................................... 55

Safety & Accident Prevention .......................................................... 55


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General Safety Rules ........................................................................ 56

Substance Abuse .............................................................................. 57

Employee Fitness-for-Duty .............................................................. 57

On-The-Job Injuries & Employee Incidents ...................................... 58

Fire Prevention & Training ............................................................... 60

Disaster Programs ............................................................................ 60

Our Compensation Guidelines ......................................... 61

Employee Classifications .................................................................. 61

Regular Full-time: ................................................................. 61

Regular Part-time: ................................................................ 61

Temporary full time/part time: ............................................ 62

PRN (per diem) Employees: .................................................. 62

Exempt Status & Overtime Pay ........................................................ 62

Premium Pay .................................................................................... 64

Holiday Pay: .......................................................................... 64

Shift Differential: .................................................................. 64

On-Call, Call Back Pay and Other Premium Pay: .................. 64

Working Hours ................................................................................. 65

Meal & Rest Periods ........................................................................ 65

Missed Rest and Meal Periods ......................................................... 66

Pay Periods and Receipt of Wages................................................... 67

Pay Records...................................................................................... 67

Authorized Payroll Deductions ........................................................ 69

Wage Assessments and Garnishments ............................................ 70

Wage Scales ..................................................................................... 70

Pay Increases & Pay Rates ............................................................... 71


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Our Benefits Guidelines .................................................. 72

Health Insurance .............................................................................. 72

Retirement Program ........................................................................ 72

Short-term / Long-term Disability.................................................... 73

Social Security Retirement & Disability Benefits ............................. 73

Life Insurance ................................................................................... 74

Other Insurance Coverage ............................................................... 74

Flexible Spending / Health Savings Accounts .................................. 74

Tuition Assistance Program ............................................................. 75

Employee Assistance Program ......................................................... 75

Workers' Compensation Benefits .................................................... 76

Incident Reporting: ............................................................... 76

Injury Treatment: .................................................................. 76

Leaves of Absence: ............................................................... 76

Compensation: ..................................................................... 77

Job Protection: ...................................................................... 77

Return to Work: .................................................................... 77

Other Employee Services ................................................................. 78

Cafeteria ............................................................................... 78

Parking Facilities ................................................................... 78

Our Leave Guidelines ...................................................... 79

Baptist Health | My PTO Time ......................................................... 79

Allowed Time Off (ATO): ....................................................... 81

Using Your ATO or PTO Bank: ............................................... 82

Sell-Back Option for Paid Time Off: ...................................... 83

Two-Year Limit on Accumulation .......................................... 84

Payout of PTO at Termination or Change in Status: ............. 84


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Extended Illness Bank (EIB) .............................................................. 85

Using Your Extended Illness Bank Hours: ............................. 85

Bereavement Leave ......................................................................... 87

Jury Duty Leave ................................................................................ 88

Family and Medical Leave of Absence (FMLA) ................................ 88

Military Leave .................................................................................. 91

Voting Leave .................................................................................... 91

Other Leaves of Absence ................................................................. 91

Our Termination Guidelines ............................................ 93

Voluntary Termination ..................................................................... 93

Involuntary Termination .................................................................. 93

Employee Acknowledgement .......................................... 96


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WELCOME TO THE BAPTIST FAMILY!

For more than 90 years, Baptist Health has

been known for its exceptional quality of care and

high levels of patient satisfaction. Our Baptist

Health family includes more than 20,000 individuals

dedicated to providing the best care and serving the

healthcare needs of the communities we serve,

including 18,000 employees, 1,100 providers and

nearly 1,000 volunteers and trustees.

Headquartered in Louisville, our system is the largest not-for-profit

health system in the commonwealth, offering comprehensive care to more

than 3.5 million residents of Kentucky and surrounding states. Our full

spectrum of care includes eight owned hospitals and one managed one; a

growing network of physicians and advanced providers; and more than

250 outpatient services including urgent and express care, physical

therapy, occupational medicine, home health services, diagnostics and

fitness centers.

Through this Introductory Guide, we hope you take the time to learn

about Baptist’s heritage, orient yourself to our Mission, Vision and Faith-

Based Values, and familiarize yourself with an overview of our services,

policies and standards to ensure your success as a member of the Baptist

family. We are proud of our commitment to transform the health of the

communities we serve.

Thanks for being part of our team,

Gerard Colman

Chief Executive Officer

Baptist Health


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OUR MISSION, VISION AND VALUES

Our actions, decisions and investments are driven by our Mission, our Vision as well as our Core Values:

MISSION

Baptist Health demonstrates the love of Christ by providing and coordinating care and improving health in our communities.

VISION

Baptist Health will lead in clinical excellence, compassionate care and growth to meet the needs of our patients.

FAITH-BASED VALUES

As a faith-based health system, Baptist Health places special emphasis on our Core Values, treating all with Integrity, Respect and Compassion, with a focus on Excellence and Collaboration in all that we do, helping us to experience the Joy of caring for others.


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OUR CORE VALUES DEFINED

Baptist Health’s mission of providing, coordinating and improving

health in our communities is supported by these core values:

Integrity involves doing the right thing at all times and in all circumstances, whether or not anyone is watching, and having the courage to be honest with each other and owning our actions so as to serve the best interests of our patients and organization consistent with our just culture as well as our overall culture of safety.

Respect is the way we treat others by holding in high regard the dignity and worth of each individual, including every patient, family member and co-worker, and empowering each of them to develop to their own potential.

Compassion embodies the concern, consideration, and sensitivity with which we care for our patients, families, and co-workers; and is shown daily by our caring nature and presence in everything we do.

Excellence is a commitment to always operating at our best and improving daily in all we do to ensure our work is performed safely with the highest level of skill and ability by recruiting and developing competent people whose values reflect our own.

Collaboration serves as the driving force for improving efficiencies and outcomes by working together as a team with our patients, families, co-workers and partners to serve the overall good while recognizing the strengths in our diversity.

Joy is the internal fulfillment of caring for others and a determined choice to positively impact the relationships within our organization, and serves as an essential ingredient in bringing hope to those who suffer.


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OUR COMMITMENTS

To Patients

We believe our patients' needs and expectations are our highest priority.

We believe in recognizing and respecting familial, social, emotional and spiritual needs and values of our patients and their families.

We believe in supporting the individual's and family's right to confidentiality and informed decisions.

To Employees

We believe all employees deserve a safe work environment that fosters interdependence, teamwork, innovation, initiative and opportunities for growth through personal and professional support, training and development.

We believe in a climate of mutual trust and respect promoted through processes of fair evaluation, equitable compensation, ongoing support and consistent recognition of behavior, which enhances our core values.

We believe in celebrating the diversity of an employee’s gifts and talents, and actively support each employee's unique ability to contribute toward quality patient care.

We believe in fostering an environment that allows all employees to serve patients with a compassionate attitude and caring spirit.

We believe all employees are entitled to a clear understanding of their roles and are provided the information necessary for decision making and planning.

We believe in a “Just Culture” where employees are encouraged to express concerns, “good catches” are


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celebrated and potential errors can be admitted and discussed without fear.

To Physicians & Other Providers

We believe in providing a shared environment of collegiality and teamwork with our provider community.

We believe appropriate partnerships with our physicians and other providers are essential to our future.

We believe that input from our physicians and other providers into policy and operational issues should be encouraged.

We believe in providing a quality workplace for our physicians and providers — both physically, technologically and clinically — so to enhance patient care.

To Safety & Promoting a Just Culture

Baptist Health supports and promotes a Just Culture that

recognizes that systems need to be properly designed to ensure safe

practices and individuals need to be held properly accountable without

fear of being blamed for errors that occur through no fault of their own.

To that end, we ask both our employees and leaders to make a personal

commitment to supporting a Culture of Safety and supporting Baptist’s

Just Culture.

As an Employee, I personally commit to:

Eliminate harm

Report safety concerns

Manage safety risks

Comply with regulatory requirements

Encourage colleagues to report safety concerns confidentially

Comply with safety policies and practices

http://policies.bhsi.com/Sites/Policy/chq/ActiveDocuments/Just%20Culture%20Policy.11169.1.doc


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As a Leader, and in further support of our Culture of Safety, I also

commit to:

Encourage employees to report safety concerns confidentially and without fear of reprisal and to promote our Just Culture.

Provide management guidance for setting and reviewing safety objectives, as well as reviewing our safety policies and practices regularly to ensure relevance.

Provide visible, consistent support of our safety policies and practices from all levels of management.

To the Community

We believe it is our responsibility to provide reasonable accessible healthcare.

We believe it is our duty to be financially responsible in the structure and delivery of our healthcare services.

We believe it is our responsibility to improve the general health and wellness of our community through a continuum of care, effective community education and continuous quality improvement of our services.

We believe it is our responsibility to provide care to all who are in need, without regard to ability to pay, yet within reasonable bounds of responsible stewardship.

We believe it is our responsibility to be a good corporate citizen by conducting business in a manner that is in the mutual best interest of our facilities and the communities they serve.

We believe it is our responsibility to foster an environment that encourages volunteers from the community to contribute diversity of talents to enhance our services.


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To Stewardship

We believe the essence of stewardship is accomplished through prudent decisions and actions which result in a system that is stronger and better positioned for future generations.

We believe it is our responsibility to manage effectively all of our resources (human, capital, material, time and others) to their maximum efficiency.

We care deeply about our system and are committed to its long-term viability.

We believe in creating our future through openness to new concepts and ideas that can enhance our status as a leading provider of quality healthcare within prudent financial boundaries.

To Corporate Responsibility

Baptist Health has always been committed to the highest standards

of business conduct and compliance with applicable laws and

regulations. This includes complying with the Federal False Claims Act

and applicable Indiana, Kentucky and other state laws and regulations

prohibiting the filing of false claims. It is every employee’s

responsibility to report concerns to his or her supervisor, director,

Human Resources or compliance officer regarding any knowledge or

suspicion of any matter that does not support the Standards of

Corporate Responsibility Conduct noted below:

• The business of Baptist Health will be conducted according to all applicable federal, state and local laws.

• All individuals working within Baptist Health will perform their jobs consistent with our Mission, Vision and Values and with honesty, integrity and professionalism.

• All individuals working within Baptist Health should perform their jobs in ways that avoid actual or even the appearance of potential conflicts of interest and includes


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our employees, contractors, volunteers, and medical staff within Baptist.

• All billing by Baptist Health will be for services actually performed and items actually provided and in keeping with applicable rules of government and other payers.

• When working with practitioners, contractors and other healthcare organizations, all Baptist Health employees will conduct themselves in keeping with applicable laws, in particular, those laws that prohibit fraud and abuse, waste, restraint of trade and improper benefits.

• All Baptist Health employees will strive to maintain a cooperative relationship of mutual trust with all government and accrediting agencies.

• Baptist Health will vigorously pursue its Corporate Responsibility Program to achieve all Compliance Objectives and develop a culture of compliance throughout the System.

• Licensed and other professional employees working at Baptist Health are expected to adhere to any ethical standards required and guidelines recommended by their licensing agencies and/or professional associations.

• All employees are expected to abide by guidelines set forth in the Baptist Health Corporate Responsibility Program.

Concerns can be reported to Corporate Compliance 24 hours a day via

a confidential hotline (1-800-783-2318) or by calling your local

compliance officer or submitting a concern online. More information

is available on the Baptist Health Corporate Compliance home page.

http://home.bhsi.com/staticfiles/intranet/BHS/departments/corporatecompliance/Corporate%20Responsibility%20Manual%20Clean%20Sig%20page%203-28-06.pdf

http://home.bhsi.com/CorporateCompliance


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OUR EMPLOYEE RELATIONS CODE

The primary obligation of each Baptist facility is to provide the

best possible healthcare to the people in our communities and

surrounding areas. We recognize that this can be fulfilled only by

having a sufficient staff of qualified and engaged employees. Thus,

Baptist Health policies are designed to provide each employee a fair

level of pay, competitive benefits, good working conditions, and just

supervision. Baptist Health has committed itself to these policies

voluntarily and has adopted the following code for employee relations

whereby Baptist Health is committed to:

• Employ Quality People — Seek to employ the best-qualified person for any available position.

• Communicate Its Policies — State in written policies and procedures the rights, responsibilities, benefits, and privileges employees can expect, and ensure such information is readily available to employees.

• Keep Its Policies Current — Revise policies to meet the needs and keep pace with rapid change in medical science, social trends, educational methods, and electronic technology, and keep employees informed through various communication media.

• Provide Equal Treatment — Require all policies and procedures be fairly administered throughout the facility.

• Set Expectations — Establish standards of work performance and behaviors expected, inform employees of these standards, assist employees in attaining the standards, and advise each employee periodically about their performance.

• Provide Market Competitive Wages & Benefits — Pay competitive and reasonable wages and offer benefits that add to the security of the employee and his/her family.


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• Provide Opportunity for Growth — Offer employees an opportunity for personal and job development, seek to develop and prepare employees for promotional opportunities within the organization and endeavor to promote from within.

• Listen to Employees — Encourage and give consideration to employee comments and suggestions.

• Provide a Safe Work Environment — Strive to protect employees from injury while on duty in accordance with federal and state regulations.

• Provide a Fair Grievance Process — Permit and encourage employees who believe they have been unfairly treated to present their complaint or concern to management without fear of reprisal and assure the opportunity to escalate the matter if not resolved to employee’s satisfaction.


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OUR HISTORY & HERITAGE

The First Baptist Hospital in Kentucky

The flagship hospital of the Baptist system was Kentucky Baptist

Hospital, which was founded in 1924 in the Highlands neighborhood of

Louisville. Later it became known as Baptist Hospital Highlands, a

hospital that provided progressive medical

care for nearly 65 years to patients

across the commonwealth and

helped build the strong

reputation and solid

traditions from which we

continue to serve our

patients and families.

Today, Baptist Health has grown to become the largest, not-for-

profit, faith-based health system in Kentucky. With approximately

94,000 inpatient discharges across the state each year, our hospitals

include eight acute-care hospitals plus one managed hospital, Hardin

Memorial Hospital. These facilities are located in Paducah and

Madisonville (West Market), Louisville, LaGrange, New Albany (IN) and

Elizabethtown (Kentuckiana Market), and Lexington, Corbin and

Richmond (East Market), representing nearly 2,400 licensed beds

throughout the commonwealth. Each year, Baptist Health hospitals

serve the diverse healthcare needs of many thousands of people

throughout the state and surrounding areas.

Hospitals are much more than buildings of brick and mortar. They

are people — doctors, nurses and other employees — who recognize

the most important person is the patient. They are people who

exemplify our Christian heritage and stay true to the original intentions

of our founding fathers from the Southern Baptist denomination when

they first launched their healing ministry in 1924.


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Our member hospitals wage a daily battle against illness and injury

and seek to promote wellness. Following the example of the Great

Physician, we are united by a common purpose: healing of the whole

person — body, mind and spirit. Baptist Health employees have made

significant contributions in promoting the health and welfare of the

people of Kentucky and Indiana. We are pleased you have made the

decision to join our team of dedicated professionals and to support our

proud tradition of providing exceptional care.

Who We Are

In addition to our acute-care hospitals, Baptist Health has grown to

serve the needs of the community throughout the continuum of care.

Baptist Health owns and operates more than 250 outpatient facilities

throughout Kentucky and Indiana, including outpatient diagnostic

centers, Urgent Care centers and Express Care clinics. Nearly 850,000

visits are made each year to one of our clinics. In addition, Baptist

Health Home Care provides services in nearly 40 counties throughout

the commonwealth plus counties in Indiana and Illinois. Baptist Health

Medical Group was formed in 2014 when we combined physician

practice organizations from our various markets. Made up of both

primary care and specialty care physicians and providers, the medical

group employs nearly 650 physicians and an additional 450 advanced

practice clinicians. We have a number of key services lines, including

cardiology, orthopedics, oncology and women’s health.


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The healing ministry of Baptist Health is under direction and

management of our Board of Directors, which consists of members

from across our communities. Baptist Health Lexington, Baptist Health

Paducah, Baptist Health Corbin, Baptist Health Richmond, Baptist

Health Madisonville, Baptist Health Floyd and Baptist Health Louisville

also have their own local Administrative Boards to help provide local

guidance and oversight, and Baptist Health La Grange has a Board of

Trustees.

Baptist Health is renowned for its high-quality care, patient

satisfaction, employment engagement and nursing excellence. Our

accomplishments are guided by a strong sense of mission, vision and

values which have remained steadfast since our founding in the first

half of the last century. Our employees, physicians, volunteers and

board members recognize the importance of the sacred trust afforded

us by the residents of Kentucky and Indiana. That trust serves as the

basis for our continued efforts to improve quality and access to care

even more.

In the years ahead, Baptist Health will continue to look for new

ways to lower healthcare costs and improve outcomes. At the same

time, we are shifting our emphasis from primarily caring for the sick

toward keeping people healthy in the first place, and will be working to

enhance our efforts to better manage overall population health. We

will also continue to look for ways to improve the patient experience

through expanded communication alternatives, more convenient

locations, integrated information systems and greater community-

based services.

We are proud of Baptist Health’s legacy, and our reputation for

excellence, and look enthusiastically forward toward the future as we

continue our transformational journey as framed by our Mission and

Vision. Our commitment to creating healthier communities will guide

our efforts, our investment in capital and our operational energies. We

believe that our vision of healthier communities can be realized


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through innovation in care deliver and a strong commitment to the

well-being of those we serve.

Who We Serve

The service areas of our hospitals and outpatient centers represent

nearly 85 counties with over 3 million people, equal to approximately

73% of Kentucky’s population. Baptist Health also serves six counties

outside of Kentucky for a total population of more than 3.5 million

served. Our Kentucky services statistics include:

17% … or 1 in 6 hospital admissions

24% … or 1 in 4 births

12% … or 1 in 10 ER visits

16% … or 1 in 6 outpatient visits

19.8% … or 1 in 5 cardiothoracic surgery cases

22% … or 1 in 5 orthopedic cases

Where We Are

Baptist Health System Services Center (SSC), 2701 Eastpoint Parkway, Louisville, KY

The Baptist hospitals were incorporated in 1968, as Baptist

Hospitals, Inc. In 1991, the corporation's name was changed to Baptist

Healthcare System, Inc. Baptist Health SSC provides support for

Administration, Finance,

Human Resources, Managed

Care, Supply Chain, Legal,

Planning, and Information

Services to Baptist Health

hospitals, physician

practices and other

healthcare operations.


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Our Markets in the East

Baptist Health Lexington (BHLex), 1740 Nicholasville Road, Lexington, KY

Baptist Health Lexington began service to the Lexington

community in May 1954. As a result of several major expansions since

1965, the hospital evolved from a 173-bed hospital to a 391-bed

medical referral center in eastern Kentucky. Baptist Health Lexington

has one of the largest obstetrics

programs in the state and annually

delivers more babies than any

other hospital in its service area.

In addition to its women's health

services program, it is also a

leader in cardiology, oncology,

outpatient services, and home

healthcare services.

Baptist Health Corbin (BHCor), 1 Trillium Way, Corbin, KY

In 1982, Baptist Health

assumed management of

Southeastern Kentucky

Baptist Hospital, which once

had been the city hospital in

Corbin. Two years later,

Baptist Health began

construction of a replacement

facility, which opened in 1986 as

Baptist Health Corbin. With 243 beds, the hospital brought some of the

most advanced medical care available to southeastern Kentucky,

including state-of-the-art diagnostic services and the only level II

neonatal intensive care nursery in the area. Major services include the

Trillium Center, a psychiatric and chemical dependency facility,


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women's healthcare services, magnetic resonance imaging, physical

rehabilitation unit, and an expanded emergency room with state-of-

the-art patient monitoring capabilities.

Baptist Health Richmond (BHRic), 801 Eastern By Pass, Richmond, KY

Baptist Health Richmond, formerly known as Pattie A. Clay, was

acquired in September 2012. A 105-bed acute care hospital, it serves

residents of Madison and surrounding

counties through several

locations, including the main

hospital, outpatient facilities,

urgent care center, occupational

medicine center, health and

education center, and physician

practices.

Our Markets in Kentuckiana

Baptist Health Louisville (BHLou), 4000 Kresge Way, Louisville, KY

To serve the burgeoning

population in Louisville's

east end, Baptist Health

Louisville drew up plans in

the early '70s for a satellite

facility of Baptist Highlands

that would become a full-

fledged medical center in its

own right in the 1980s.

Located on a 52-acre campus, it was originally licensed for 253 beds.

Following a 98-bed addition, a 1989 merger with Highlands, and the

opening of a specialty services wing the same year, Baptist Health

Louisville grew to 519 beds. The hospital's extensive array of services

includes cardiology, oncology, women's healthcare programs,


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comprehensive outpatient care, orthopedics, psychiatric and addiction

treatment, and rehabilitation services.

Baptist Health La Grange (BHLaG), 1025 New Moody Lane, La Grange,

KY

Baptist Health La Grange, formerly known as Tri-county Hospital,

was acquired in October 1992 and is a 120-bed facility serving Oldham,

Henry and Trimble counties. A full-service, acute-care hospital, Baptist

Health La Grange offers a broad range of services, including: 24-hour

emergency care; critical care;

women's health, services, including

maternity, nursery, and

mammography; outpatient services;

skilled nursing; rehabilitation

services; sports medicine; and

occupational health.

Baptist Health Floyd (BHFlo), 1850 State St., New Albany, IN

Baptist Health Floyd, formerly

known as Floyd Memorial

Hospital, first opened in 1953

and is the newest member of the

Baptist Health family, joining in

October 2016. Baptist Health

Floyd is a general medical and

surgical hospital with 236 beds

located just across the river from

Louisville in New Albany, IN. Baptist Health Floyd is the largest

healthcare provider in Southern Indiana providing services to patients

across seven counties, a population of nearly 300,000.


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Our Markets in the West

Baptist Health Paducah (BHPad), 2501 Kentucky Avenue, Paducah,

KY

Baptist Health Paducah opened its door to patients in October 1953

and was the second hospital established by Kentucky Baptists. The

hospital originally had 117 beds and ministered primarily to healthcare

needs of western Kentucky residents. Western Baptist grew rapidly

over the years and today, the 373-bed facility serves as a regional

referral center for patients in a

three-state area. Baptist Health

Paducah is known for its full-

spectrum cardiology and

oncology programs, women's

health services, and surgical

services.

Baptist Health Madisonville (BHMad), 900 Hospital Drive,

Madisonville, KY

Baptist Health Madisonville,

formerly Trover Health System,

joined the system in November

2012. With locations in six

counties, it has served western

Kentucky residents for more

than 55 years. Guided by a

values-based culture to

consistently deliver clinical and

service excellence to its patients, Baptist Health Madisonville is a 390-

bed hospital consisting of an experienced team of dedicated staff that

provides healthcare solutions with compassion and respect for

excellent care, every time.


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Our Clinics and Home Care

Baptist Health Medical Group (BHMG), 2701 Eastpoint Parkway,

Louisville, KY

Baptist Health Medical Group

combines all of Baptist Health’s

employed providers into one

physician-led, high-performing

medical group across Kentucky

and Indiana, offering

comprehensive, patient-

centered care. Our multi-specialty

network encompasses more than 1,100 physicians and providers,

including approximately 650 physicians and over 450 advanced

practice clinicians.

While many of BHMG’s administrative functions are centralized,

Baptist Health recognizes that healthcare is delivered on a very

personal level. Led by physicians, BHMG’s governing structure includes

local leadership councils and operations staff in each of the system’s

three regions, Kentuckiana, East and West, to address each

community’s particular needs.

The medical group works in partnership with Baptist Health

Community Care, the system’s population health department, to

incorporate new strategies and best practices. Among these are value-

based care, care advising/coordination and the patient-centered

medical home.


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Baptist Community Health Services (BCHS) d/b/a BaptistWorx

(BWrx), Baptist Express Care (BEC), Baptist Occupational Medicine

and Baptist Urgent Care (BUC), Louisville, KY

Baptist Health Community

Health Services includes

Baptist Health Occupational

Medicine, Baptist Health

Urgent Care and Baptist

Express Care. With 14

locations across Kentucky,

Baptist Health Occupational Medicine not only treats workplace

injuries, but provides complete occupational health, wellness and

educational programs to employers. Baptist Express Care and Baptist

Health Urgent Care clinics are located conveniently throughout

Kentucky to treat minor illnesses

and injuries, providing an

alternative to visiting the

emergency room.


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Baptist Health Home Care (BHHC), 2701 Eastpoint Pkwy, Louisville,

KY

Baptist Health Home Care offers in-home medical care for those

who are recovering from surgery or

an illness, or living with a chronic

disease, such as congestive heart

failure, COPD, diabetes or high

blood pressure. BHHC services

include:

Nursing care for chronic-disease management;

Physical, occupational and speech therapy; and

Medical social services.

Home Infusion therapy

Hospice Care

BHHC currently serves patients in 45 counties throughout Kentucky

and Illinois. And, with the recent addition of Floyd Memorial, BHHC

now provides service to patients in six Southern Indiana counties as

well including Floyd, Clark, Harrison, Crawford, Washington and Scott

counties.


29 Rev. 5-2018

Accreditation & Membership

Baptist Health is accredited by the following:

The Joint Commission on Accreditation of Healthcare

Organizations (TJC) or the Healthcare Facilities Accreditation

Program (HFAP)

The American Hospital Association

The American Protestant Hospital Association

The Baptist Hospital Association

Southeastern Hospital Conference

Healthcare Facilities Accreditation

POLICY GUIDELINE FOREWORD

The following policy guidelines provide you with an overview of the

policies applicable to your employment with Baptist Health. Many of

these are summaries of the actual policies, which are available to you

through our intranet site, the Baptist Employee Network (known as

“BEN”). To consult the most recent and complete policy, please search

for and access the most recent policies through BEN.

http://home.bhsi.com/


30 Rev. 5-2018

OUR GENERAL EMPLOYMENT

GUIDELINES

Employment At-Will

Baptist Health adheres to the "Employment at Will" doctrine

recognized by Indiana and Kentucky courts. Under this doctrine, both

you and Baptist Health are free to terminate our employment

relationship any time for any reason. For this reason, this Introductory

Guide is merely that, a guide, and is not to be considered a contract of

employment for any definite duration nor construed to alter your

employment-at-will relationship with Baptist Health. Only the CEO of

Baptist Health or other duly-authorized officer of Baptist Health may

enter into an agreement modifying your at-will employment status.

Nothing in this handbook creates an employment agreement, express

or implied, or any other agreement between any employee and Baptist

Health.

Equal Employment Opportunity

Baptist Health complies with all applicable federal, state, and local

laws prohibiting discrimination, harassment or retaliation in

employment, including Title VII of the Civil Rights Act of 1964, the Equal

Pay Act, the Age Discrimination of Employment Act, and Section 504 of

the Rehabilitation Act, American with Disabilities Act, Genetic

Information Non-discrimination Act and Family and Medical Leave Act.

It is the policy of Baptist Health to hire, train, discipline and promote

employees based on their ability and job performance. Employment

decisions, and all terms and conditions of employment, are made and

administered without discrimination based upon race, religion, color,

national origin, sex, sexual orientation, gender, age, disability, genetic

information or any other protected trait or characteristic. When

necessary, Baptist Health will provide reasonable accommodations to


31 Rev. 5-2018

assist employees with a qualified disability to perform the essential

functions of his or her job, including pregnancy-related disabilities.

Employees are encouraged to request such assistance and participate

in the interactive process with Baptist Health to explore potential

accommodation options when needed.

Workplace Harassment

Baptist Health is committed to providing you with a work

environment where all employees are treated with courtesy, respect

and dignity consistent with our Core Values. Therefore, Baptist Health

does not condone — and will not tolerate — any sexual or other

workplace harassment of any employee by anyone, including other

employees, supervisors, physicians, patients, vendors, or visitors.

Any employee who engages in unlawful harassment will be subject

to corrective and/or disciplinary action, up to and including possible

termination. All complaints of harassment will be promptly

investigated and, if substantiated, remedied in an appropriate manner.

Sexual harassment includes, but is not limited to, sexual advances,

request for sexual favors, sexual-oriented teasing, jokes of a sexual

nature, obscene or other inappropriate language, gestures, printed or

visual material, inappropriate physical contact (such as patting,

pinching or brushing against another’s body), attempts by supervisory

personnel (or others in a position of power, e.g., providers) seeking to

date or have a sexual/romantic relationship with a subordinate

employee, and any other forms of verbal, written or physical conduct

of a sexual nature, including same-sex situations, where such conduct:

• Is made an implicit or explicit condition of employment;

• Is used as a basis for employment decisions;

• Reasonably interferes with and employee’s work performance; or


32 Rev. 5-2018

• Creates a work environment that could be perceived as intimidating, hostile or offensive.

Supervisors do not have authority to grant or deny promotions or

force any change in an employee’s job status on the basis of the

provision or denial of sexual favors by employee.

Other workplace harassment includes conduct based on race,

color, national origin, religion, gender, age, disability or other

protected characteristic or trait which:

• Creates a work environment that is intimidating, hostile or offensive;

• Reasonably interferes with employee’s work performance; or

• Adversely affects employee’s employment opportunities.

Examples of “other workplace harassment” include, but are not

limited to, use of ethnic or racial slurs, nicknames or remarks, display

or distribution of materials that may be offensive to members of a

certain gender, race, religion or disability, and actions, words and jokes

based on any legally protected category.

If you believe that you (or any other employee) have been

subjected to inappropriate harassment by anyone during the course of

employment, you should immediately report your concern to

management as soon as possible. The very nature of harassment often

makes such conduct difficult to detect unless it is reported. Individuals

will not be reprimanded or otherwise retaliated against in any manner

for making a complaint in good faith. If such action occurs, it should

also be reported immediately.

Baptist Health has established the following procedures for

reporting sexual or other workplace harassment:

1. You should immediately report suspected sexual or other harassment, including claims of retaliation, to your


33 Rev. 5-2018

supervisor, a human resources representative, your department manager, any administrative vice president, or chief executive officer.

2. All complaints of harassment will be promptly investigated with as much confidentially as possible and, if substantiated, appropriate corrective and/or disciplinary action will be taken.

3. The affected employee(s) will be notified of the results once the investigation is completed.

4. If any employee is dissatisfied with the investigation and corrective and/or disciplinary action taken, then he/she may pursue the grievance procedure established at each facility.

Workplace Bullying

Baptist Health considers workplace bullying unacceptable and will

not tolerate it under any circumstances.

Workplace bullying can be carried out by an individual or a group

of individuals and is behavior that harms, intimidates, offends,

degrades or humiliates an employee, possibly in front of other

employees or patients. Examples of bullying include verbal, non-verbal

and physical acts and may include behavior such as name-calling, using

the person as a butt of jokes, teasing, spreading of rumors, deliberate

exclusion from normal work interactions as well as other unacceptable

behavior that may fall short or rise to the level of violating other

existing policies prohibiting harassment or workplace violence.

Workplace bullying may cause the loss of trained and talented

employees, reduce productivity and morale and create legal risks.

Baptist believes all employees should be able to work in an

environment free of bullying. Managers and supervisors must ensure

employees are not bullied.


34 Rev. 5-2018

There are grievance and investigation procedures to deal with

workplace bullying. Any reports of workplace bullying will be treated

seriously and investigated promptly, confidentially and impartially.

Baptist encourages all employees to report workplace bullying.

Knowledge of suspected or actual bullying should be reported

immediately to your supervisor, human resources representative,

department manager, administrative vice president, or chief executive

officer.

Disciplinary action will be taken against anyone who bullies a

coworker. Discipline may involve a warning, transfer, counseling,

demotion or dismissal, depending on the circumstances.

Other Standards of Conduct1

Baptist Health expects each person to act in a mature and

responsible way at all times. To avoid any possible confusion, some of

the more obvious unacceptable activities are listed below. You are

expected to avoid engaging in any of these or other similar activities.

Any questions regarding the unacceptable activities listed below may

be discussed with your supervisor.

Engaging in any of the following activities will serve as possible

grounds for disciplinary action, up to and including termination:

• Willful violation of any Baptist Health policy or practice; any deliberate action that is extreme in nature and is detrimental to our efforts to operate profitably.

• Willful violation of security or safety rules or failure to observe safety rules or practices; failure to wear required safety equipment; tampering with equipment or safety equipment.

1 Employees of Baptist Health Floyd and Indiana-based Baptist Health

Medical Group employees are also expected to follow, and will be recognized based on, the existing Baptist Health Floyd C.A.R.E standards.


35 Rev. 5-2018

• Negligence or any careless action that endangers the life or safety of another person.

• Engaging in criminal conduct or acts of violence or making threats of violence toward anyone on Baptist Health premises; fighting or provoking a fight on facility premises, or negligent damage of property.

• Engaging in an act of sabotage; willful or gross negligence causing destruction or damage of facility property, or the property of fellow employees, patients, physicians, or visitors in any manner.

• Theft of Baptist Health intellectual or physical property or property of fellow employees; unauthorized possession or removal of Baptist Health property including data, and documents, from the premises without prior permission from management; unauthorized use of Baptist Health equipment or property for personal reasons or profit.

• Dishonesty, willful falsification or misrepresentation on employee’s application or work records; alteration of clinical or practice records or other similar documents.

• Giving confidential or proprietary information to competitors or other organizations or to unauthorized Baptist Health employees; breach of confidentiality of personnel or patient information.

• Unsatisfactory or careless work; failure to meet production or quality standards as explained to employee by his/her supervisor.

• Failure to immediately report damage to or an accident involving Baptist Health equipment.

• Leaving work before the end of the workday or not being ready to work at the start of a workday without prior supervisor’s approval; stopping work before the time specified for such purposes.


36 Rev. 5-2018

• Insubordination or refusal to properly obey lawful supervisory instructions pertaining to employee’s work; refusal to assist in a special assignment.

• Failure to properly use Baptist’s time & attendance system (i.e., “Baptist Health | My Time” (API) or Kronos for BHFloyd employees), alteration of employee’s own time records or attendance documents, altering another employee’s records, or causing someone to alter your time records.

• Any other item listed under “Termination” in this Introductory Guide or other applicable Baptist Health policy.

Confidentiality Policy

As a Baptist Health employee, you may have access to confidential

and proprietary information including, but not limited to, financial

information about Baptist Health, patient information protected by

HIPAA and other privacy laws, and proprietary Policies & Procedures

related to patient care. Should you have access to such information,

you are required to keep such information confidential and are not to

copy, disclose or otherwise share any such information with any person

unless specifically authorized to do so by management.

Always remember patients have certain rights of privacy. Careless

talk or repetition of unfounded rumors regarding patients may result

in serious harm to the patients, and possible legal action against

employees or Baptist Health. Do not discuss personal matters relating

to patients' health, diagnosis, or conduct any time except to those

directly responsible or with a legitimate need to know.

Any unauthorized discussion or disclosure of the above-described

confidential information, especially protected health information

(“PHI”), may result in discipline up to and including immediate

termination of employment. Upon termination, you must return to

Baptist Health any company property or documents in your possession.


37 Rev. 5-2018

Conflicts of Interest

You should not use your position or any knowledge gained from

your employment with Baptist Health in any manner for personal gain,

or in such a manner such that a conflict of interest might arise between

you and the interests of Baptist Health.

You should not accept gifts or favors that may influence, or be

interpreted as potentially influencing, your decision making or other

actions. This includes participation in market research at the hospital

or the evaluation of products and services for use within the hospital

for which an employee may be offered money.

You should not accept outside employment or engage in business

activities which create a direct or apparent conflict of interest with your

employment status at Baptist Health or which may hinder your ability

to perform job assignments with Baptist Health. Further, outside

employment or business activities which may be adverse to interests

of Baptist Health or healthcare industry generally should be avoided,

particularly if such employment or activities present a risk of disclosure

of confidential or proprietary business information, such as patient

care policies and practices. This includes engagement or retention of

Baptist Health employees as “expert” witnesses in matters involving

any healthcare provider, including Baptist Health and any of its

hospitals. Also prohibited is engagement or employment of Baptist

Health employees by attorneys to review patient medical records.

Baptist Health management employees are required to notify their

supervisor and Human Resources Department of any work being

performed outside Baptist Health.

These restrictions do not apply to any tips customarily received by

individuals employed in a traditional “tipped” position, such as a valet,

a waiter or a waitress.


38 Rev. 5-2018

OUR ORIENTATION &

PERFORMANCE GUIDELINES

General Orientation

In order for you to adjust more quickly to your job and to feel you

are part of Baptist Health, you will be required to attend a New Hire

Orientation program upon hire. New employees will be advised by

their hiring managers, regional manager or Human Resources when

and where to attend.

Introductory Period

Your first ninety (90) days of employment (180 days for managers)

are considered the initial orientation period. This orientation period

will be time allotted for getting to know your fellow employees,

supervisor, and the tasks involved in the job, as well as becoming

familiar with our services. Supervisors will work closely to help each

employee understand the needs and process of his/her job.

This orientation period is a “try-out” time for both you and Baptist

Health. At any time during this orientation period, you may resign

without detriment to your employment record. If, during this period,

work habits, attitude or performance do not measure up to Baptist

Health standards, Baptist Health may release you. At the end of the

orientation period, your supervisor will discuss your job performance

with you as well as opportunities for continued improvement and

growth. This review will be much the same as the annual employee job

performance review. During this discussion, you are encouraged to ask

questions, provide feedback and offer other comments.

Please understand that completion of the introductory period does

not guarantee you continued employment for any specific period of

time thereafter nor alter our at-will employment relationship. Any

former employee who has been rehired after separation from Baptist


39 Rev. 5-2018

Health of more than six (6) months is considered an introductory

employee and will be asked to complete another orientation period.

Employees rehired within twelve (12) months and meeting certain

criteria may be eligible for Bridging of Seniority for purposes of certain

benefits.

Orientation and Training Period

In addition to providing an introductory period for all new

employees, you are provided a similar opportunity for learning and

adjustment to your new job should you be transferred into a new

positon. The orientation and training period will normally be ninety

(90) days (or 180 days for managers). During this time, you will be

expected to demonstrate interest in the job and the ability to perform

the functions of the position. During this trial period, your supervisor

will evaluate your performance and will discuss this evaluation with

you. Consistent with the at-will employment provision, employees may

be released without notice or may resign without notice during this

orientation period. Further, completion of the orientation and training

period does not guarantee you continued employment for any specific

period of time thereafter nor alter our at-will employment relationship.

Performance Evaluations2

Employee performance evaluations, also known as development

reviews, are normally conducted annually and no later than every

eighteen months. As a general rule, staff evaluations are conducted

between in May/June and Leadership evaluations are conducted in

October/November. These discussions will be based on your

performance in your current job and used to identify areas for

2 Baptist Health Floyd employees and Indiana-based Baptist Health Medical

Group employees will transition to this in the near future as part of the integration process but they will continue to use their current Professional Development Discussion (PPD) process pending full integration with the Baptist Health’s new HRIS system, Workday®.

http://policies.bhsi.com/Sites/Policy/chq/ActiveDocuments/Bridging%20of%20Seniority%20Periods.11484.2.docx


40 Rev. 5-2018

professional development and improvement. Your supervisor will be

expected to lead the discussion but it is meant to be a collaborative

discussion based on partnership between you and your supervisor.

These discussions will be confidential sessions, and should be used for

frank and honest discussions between you and your supervisor. You

will be asked to acknowledge the discussion as part of your official

employment record.

Promotions & Transfers

Whenever possible, Baptist Health will promote capable

employees to more responsible positions within the System but is

committed to hiring the best qualified candidate for open positions. In

order to be eligible for promotion or transfer, you generally must be

employed in your current position for at least six (6) months. A job

posting policy has been established to give all employees an

opportunity to apply for positions that fit their interests and

qualifications. This policy ensures that Baptist Health employees are

notified regarding available positions as announcements are made to

the public.

Available positions, including positions at the management level

(but excluding senior executive level positions), will be posted online.

Open positions will be posted for a minimum of five (5) calendar days.

Employees are responsible for monitoring job postings and applying

online before the specified deadline.

You should notify your supervisor when submitting applications for

posted positions. Employees will be considered for promotion or

transfer on the basis of qualifications, previous performance, and the

requirements for the available positions. All applicants will be

contacted regarding the status of their candidacy within a reasonable

time period. Baptist Health will seek to hire the most qualified

candidates for available positions regardless of whether they are

internal or external applicants.


41 Rev. 5-2018

Progressive Disciplinary Practices

Employees may receive coaching and/or disciplinary actions for

poor work performance, improper conduct, or violation of policy or

generally accepted practices. Baptist Health generally follows

progressive discipline and administers the level of discipline that it

believes best fits the individual facts and circumstances, including the

severity of the infraction, the employee’s past work history and any

mitigating circumstances following Baptist Health’s Just Culture

philosophy.

Through progressive discipline, employees are given appropriate

and/or increasing levels of discipline as needed to help encourage them

to modify their behavior accordingly to conform to Baptist expectations

and standards. Baptist Health reserves the right to decide what level

of discipline should be used and to skip to any level, including

termination if deemed warranted. Disciplinary actions will be retained

in employee's personnel file.

The following types of actions may be given independent of the

others:

• Verbal reprimand: This serves as documented acknowledgement of verbal notice given by a supervisor directly to employee.

• Written reprimand: This is a formal documented notice given to employee by a supervisor.

• Suspension: This is a temporary interruption of employment, without pay, for a specified number of days, generally not to exceed five working days. Note, suspensions are used less frequently and often individuals move straight to Final Warning. When used, suspensions are also often combined with a Final Warning.

• Final Warning: This generally takes the form of a Last Chance Agreement or Final Written Warning and serves as


42 Rev. 5-2018

the final disciplinary warning issued to an employee prior to termination.

Any combination of three or more disciplinary actions at any level and

for any reason (even if unrelated) received in a three (3) year period

will generally result in progressive discipline being issued at the next

level of disciplinary. As noted, Baptist Health reserves the right to

administer discipline at the level it deems most appropriate.


43 Rev. 5-2018

OUR GENERAL GUIDELINES

Attendance3

Unless on approved leave, you are expected to be ready for work

at the start of your scheduled shift and to be present for the entirety of

their shift. When considering your availability and readiness, the

following definitions apply:

Tardy/ Leave Early includes any situation when an employee clocks

in past their scheduled start time or clocks out before their scheduled

shift end time. The issuance of attendance occurrences for having

clocked in late (i.e., tardy) or clocked out early (i.e., leave early) will vary

by location. Please consult your local attendance policy for information

on how such tardies or leave earlies are tracked for attendance and

potential disciplinary purposes.

The following information is for pay purposes only:

You may clock in either side of your start time up to seven (7) minutes and your pay will be rolled to the nearest quarter of an hour. However, please note that you will be considered “late” when clocking in anytime past your scheduled start time and, depending on your local attendance policy, you may be issued a tardy occurrence.

Similarly, you may clock out up to seven (7) minutes before or after your scheduled shift end time and your pay will roll to the nearest quarter of an hour. However, please note that you will be considered a “leave early” when clocking

3 To the extent inconsistent with the above, Baptist Health Floyd and

Indiana-based Baptist Health Medical Group employees will continue to follow the existing Baptist Health Floyd attendance and pay rules until such time as they can be fully integrated with Baptist Health’s Time & Attendance system (which is expected to occur sometime after CY2018). Baptist Health Floyd employees and Indiana-based Baptist Health Medical Group employees are encouraged to consult their local policies.


44 Rev. 5-2018

out any time before your scheduled end time without prior supervisory approval and, depending on your local attendance policy, you may be issued a tardy occurrence for leaving early.

Supervisors must approve any clock-ins prior to seven minutes before or clock-outs greater than seven minutes after your scheduled shift.

You may not clock out before your scheduled shift ends without your supervisor’s approval.

Absence is defined as not being present to work a scheduled shift.

You are to call your supervisor at least two (2) hours ahead of your scheduled start time if you will be absent for any reason or as may be set by your department or local guidelines and attendance policies.

If you do not call in as required, you will be subject to discipline according to local practice.

If you are sick for three (3) or more days, you may be required to provide a doctor’s note upon returning to work.

o You must also complete the applicable FMLA process pursuant to your local Human Resources protocol on the fourth day. For most employees, they should contact Baptist Health’s third-party FMLA administrator, Matrix / Reliance Standard, to request FMLA Leave by calling 1-877-202-0055 or by going to www.matrixabsence.com.

o Employees, who have worked at least 1,250 hours in the previous twelve (12) months are eligible to apply for FMLA and must complete paperwork.

o At this time, it will be determined if the “occurrence” meets FMLA guidelines.

ATO/PTO time must be used for all call-ins if available.


45 Rev. 5-2018

Supervisors reserve the right to request a physician’s note on any absence due to illness not already covered by an approved FMLA absence.

Employees may take up to two (2) hours of PTO to attend physician appointments. Appointment times must be approved by your supervisor in advance.

Supervisors may take disciplinary action for patterns of clocking in after scheduled start time, clocking out prior to scheduled end time; and/or a pattern of absences (i.e., frequent call-ins on a Friday).

Break Areas & Dining Facilities

All facilities provide areas for employee breaks. All hospital

facilities and some other locations may also provide dining facilities or

refreshment areas for your convenience. Food should be eaten only in

those areas, and generally should not be taken to your workstation or

work area.

Building & Grounds Security (Package Inspection)

Security guards are responsible for the safety and security of

Baptist Health buildings and property. You are expected to follow

applicable security procedures and cooperate with security personnel.

Because security guards are responsible for protecting Baptist Health

property, each guard is authorized to inspect hand-carried items at any

time he or she deems advisable. To expedite removal of packages from

a facility, you are encouraged to ask your supervisor to authorize, in

advance and in writing, the removal of packages from the premises.

Bulletin Boards

Bulletin boards are placed in strategic areas throughout each

facility and include required federal and state regulations postings.

Department bulletins are posted in the immediate work area. Bulletin

boards present a broad scope of information of interest to employees.

You are encouraged to occasionally scan these notices as they can


46 Rev. 5-2018

prove to be of value. Special bulletin boards are provided for employee

postings (e.g., posting items for sale). Employees wanting to place

advertisements or notices on bulletin boards should seek prior

approval from administration before notices are posted.4

Chapel

Should you work at one of our hospital locations or other locations

having a chapel, you are welcome to visit it at any hour of the day or

night subject to your work commitments. Times for chapel services are

posted. Services marking special religious occasions are announced

through hospital communications media.

Computer Access

Most employees will be provided access to Baptist Health’s

computer network and systems. To access the internet or intranet, you

must have a valid account and privilege. Passwords are provided for

the protection of Baptist Health and should not be shared with others

or stored in such a manner so as to promote misappropriation. While

logged on, be aware of your surroundings and protect confidential and

patient information from being viewed by those not authorized to do

so. You should always log off your computer before leaving it

unattended. Laptops, flash-drives and other portable devices should

be stored in secure areas to minimize theft and unauthorized access.

Electronic Communications (Email)

Baptist Health’s electronic network (i.e., Outlook email system)

enables you to communicate electronically with other employees as

well as with vendors, providers, and individuals who are not employed

by Baptist (e.g., through email and other means). You are responsible


Group employees will continue to use the “Trash to Treasure” resources made available on the Baptist Health Floyd intranet.


47 Rev. 5-2018

for limiting your usage to business-appropriate and business-related

topics. Please note that you should not use Baptist Health’s electronic

network for personal/private communication and that any messages

sent may be subject to monitoring for various reasons. Please note that

passwords are for the protection of Baptist Health and are not intended

to ensure employee’s privacy. As such, employee should not have any

expectation of privacy when using such systems. Avoid opening

attachments or clicking on links from unknown sources. When in

doubt, call the help desk and/or forward the message to

[email protected]. Please note that you should refrain from conducting

personal business on hospital equipment. Employees are discouraged

from using email to send notices to “All Outlook Users” and are

encouraged instead to use one of the other electronic means for

communicating system-wide/facility-wide information of a business or

system-supported charitable campaign.

Electronic Devices (Cell Phones)

You should refrain from the use of personal electronic devices,

specifically including smart phones and digital cameras, during work

time and in work areas. Use of such devices may compromise patient

privacy and creates the perception that you are not focused on the

needs of the business/patient. Should there be a legitimate business

purposes for using any such device, it must be used outside of patient

areas or the purpose for so using in such areas must be fully disclosed

to the patient (e.g., to access online information regarding certain

medications). As a general rule, cell phone usage should be considered

prohibited except for legitimate business purposes or while you are on

break outside of patient / work areas.

Firearms and other Weapons

Baptist Health does not permit carrying or storage of firearms or

other weapons within any Baptist Health facility unless the individual is

authorized to do so by the Chief People & Culture Officer.


48 Rev. 5-2018

Identification Badge

All employees are required to wear identification badges while on

duty to ensure campus security, compliance with regulatory guidelines,

and to clearly identify staff to patients and visitors. Name badges must

be worn on clothing on the right or left upper chest or pocket of sport

or dress jacket/shirt (e.g., displacing badge at waist level is not

acceptable). Use of lanyards may be approved based on position and

work environment and are generally not approved for use in

departments providing direct patient care. If the name badge is worn

on an approved lanyard, the badge must be worn at sternum level. The

name badge must face forward at all times. The facility issues

identification badges upon employment. Replacement badge may be

requested at employee’s expense.

Need for Third Parties (Position Regarding Unions)

Baptist Health does not believe having a union serves anyone’s best

interest — neither yours, that of your co-workers nor our patients.

Rather, we firmly believe that our best interest is best served by

working together and directly with each other without the interference

or complication of having a third party involved. We simply do not

believe that labor unions contribute to welfare and benefit of our

employees or patients. Thus, the board and administration of Baptist

Health believe the best interest of our patients, community, and

employees is ultimately served by operating Baptist Health on a non-

union basis and resolving difference through our existing channels,

given due consideration to the mission of Baptist Health to serve the

community and patient, as well as fulfill legitimate needs of employees.

No Solicitation, No Distribution Rule

No solicitations of any kind, including solicitations for membership

or subscriptions, will be permitted by employees or non-employees at

any time, in any area primarily devoted to immediate patient care. For


49 Rev. 5-2018

purposes of this policy, immediate patient care areas are defined as

patient rooms, operating and treatment rooms, corridors or hallways

immediately adjacent to these areas, sitting rooms on patient floors,

and elevators or stairways used to transport patients. Employees who

violate this rule will be subject to discipline, including possible

termination. General solicitations for auxiliary-sponsored and/or

hospital-endorsed purposes (e.g., support the Baptist Health

Foundation, the American Heart Association, the American Cancer

Society, American Diabetes Association, etc.) may be permitted with

prior approval of the Human Resources Department

In those areas of our facilities not primarily devoted to patient care,

no solicitation of any kind, including solicitations for membership, will

be permitted at any time by employees who are supposed to be

working, or in such a way as to interfere with the work of other

employees who are working. Anyone who does so and thereby

neglects his or her work or interferes with the work of others will be

subject to discipline, including possible termination.

No distributions of any kind, including circulars or other printed

materials, will be permitted in any work area of any Baptist Health

facility at any time. Distribution in non-work areas, including areas

adjacent to Baptist Health facility entrances, is also prohibited should

such distribution directly affect patient care by disturbing patients or

disrupting healthcare services.

Off Duty Access to Patient Care & Other Work Areas

It is expected that employees will not visit patient care or other

work areas while off duty or not otherwise performing duties within

the scope of their position. This policy is not meant to restrict off duty

access for the purposes of visiting a patient or family member nor is it

intended to restrict employees from being on premise to attend other

work-related activities outside their normal scope of duties as directed

or requested by management (e.g., training). This off-duty access


50 Rev. 5-2018

policy does not apply to the following areas: parking lots; public

entrances to facilities (specifically excluding entrances considered to be

a work area inasmuch as they are used primary for patient access, e.g.,

such as the entrance to our emergency department); and other outside

nonworking areas. By the same token, it is expected that during

working time, employees will not visit areas other than those where

they work, unless with the specific approval of management.

Open Door Philosophy (Escalation of Complaints)

Baptist Health promotes an open door philosophy whereby

employees are encouraged to openly ask questions and share their

concerns with their supervisor. In support of this philosophy, Baptist

Health has also established a complaint escalation process to help

assure good employee relations through open communication and

understanding. Baptist Health wants to resolve any concerns and

grievances you may have and encourages you to bring any such

concerns to our attention so that it can be discussed, investigated and

resolved. Good communication is a two-way process.

If you have a concern, you are encouraged to take the following

steps:

1. Discuss problem first with your immediate supervisor.

2. If you are not satisfied after talking with your supervisor, you should discuss the matter with your supervisor or department head.

3. If you continue to be dissatisfied, then you should discuss the matter with your human resources representative.

4. If you remain dissatisfied after discussion with a human resources representative, you may put the matter in writing and send it to appropriate area vice president for consideration.

5. Finally, if you remain dissatisfied, you may request to discuss the matter with your hospital president, business unit president or with the Baptist Health CEO (if the employee is a Support Services Center employee).


51 Rev. 5-2018

NOTE: Your facility may have additional steps and/or

requirements. However, the hospital or business unit president will

have the final authority on any grievance action. At any time during or

after any of these steps, you may discuss the matter with a human

resources representative and solicit their input and assistance. Baptist

Health respects employee rights, dignity, and privacy and will

investigate and respond promptly to any concern or grievance. If the

grievance is related to harassment, see the section entitled, Workplace

Harassment. Employees terminated for cause may write a letter to the

appropriate Vice President, but will not utilize the grievance procedure

Personal Appearance

Personal neatness and appropriate attire enhance the professional

appearance of employees, and inspire confidence in their abilities.

Employees are asked to carefully attend to personal hygiene and to

keep their apparel neat and clean. All employees are asked to dress

modestly in attire appropriate to the healthcare field, and in

compliance with department and/or facility-specific dress code

policies. As a general rule, colognes/perfumes should be used sparingly

to avoid offense to patients, co-workers, and customers; hairstyles

must be neat and clean; and unconventional hairstyles and

ornamentation should be avoided as should other dress styles and

trendy apparel that would not be reasonably accepted within cultural

norms for a healthcare environment or might be considered offensive

to the customers and patients served. Please consult your local dress

code policy and/or human resources for additional details or questions.

Personnel Records

An employee’s personnel file is the property of Baptist Health and

shall remain under the control of management. Contents of personnel

records are considered confidential. Access to them is restricted to

active employees on a “need to know” basis. Personnel files represent

the “official” employment record of employees and includes, but is not


52 Rev. 5-2018

limit to, items such as: applications, references, correspondence,

position assignments, transfers, evaluations, wage changes, and tax-

deduction statements. Such records may be maintained in either a

physical file or electronically as part of Baptist Health’s HRIS system.

Current employees may request permission to review the contents of

their file in person by contacting Human Resources. Specifically, you

can review your performance evaluations, documentation relating to

disciplinary or grievance actions, and any other documentation relating

to your employment, work assignments, and pay progression by

making an appropriate request to do so.

Current employee information (such as number of dependents,

home address, home and/or cellular telephone number, personal

email, marital status, and name changes) is essential for

communications. Please make use of employee self-service and/or

report any changes promptly to your department and to Human

Resources. Change of home and/or mailing address, home telephone

number, and emergency contact information can be made by utilizing

the applicable HRIS Employee Self-Service function.

Pride in Our Premises

The upkeep of Baptist Health facilities is a major task. Pride in the

appearance and neatness of the premises, both internal and external,

is vital. Should you notice any neglect or abuse, you are asked to

promptly report this to your supervisor or building engineering so that

corrective action may be taken.

Protected Concerted Activity

Nothing contained in this Introductory Guide is intended to

interfere with, restrain or otherwise alter your right to engage in legally

protected concerted activity as permitted by Section 7 of the National

Labor Relations Act, including your right to communicate regarding

wages, hours or other terms and conditions of employment.


53 Rev. 5-2018

Smoking & Tobacco Use

Because Baptist Health recognizes its responsibility to provide a

healthy environment for employees, visitors and patients, smoking and

tobacco use is prohibited in all Baptist Health facilities, including the

use of smokeless tobacco as well as e-cigarettes. All Baptist facilities

have designated their entire campus as “Tobacco/Smoke Free

Environments.” As such, smoking or other tobacco use by employees,

visitors and patients is not permitted at any time anywhere on campus

grounds.

Social Media

You should be cautious in using social media to discuss or share

information that is work-related. Even though attempts may be made

to prevent information from being improperly disclosed (e.g., removing

names), there is still risk that such postings may violate Baptist Health’s

policies regarding confidentiality and patient privacy. Further, when

using social media, it is important not to represent yourself as speaking

or taking a position on behalf of Baptist Health.

Telephone Messages

Thousands of calls come through our telephone system daily.

Employees are requested to refrain from making personal calls to the

maximum extent possible. It is not possible to call employees to the

telephone during working hours except for Baptist Health business or

in the event of an emergency. Please advise your friends and relatives

not to call during working hours. (See also, e.g., Electronic Devices).

Use of Company & Personal Vehicles

If your job duties require you or makes you eligible to drive a

company or personal vehicle, you must have a valid driver’s license and

proper insurance. Where available, you are encouraged to use a

company vehicle or rental vehicle when needed for business travel.


54 Rev. 5-2018

While driving, you are expected to refrain from texting or otherwise

using a cell phone or other personal device that may cause distracted

driving. Should you need to make a call, you are expected to pull off

the road or use a hands-free option.

Workplace Search

Lockers, desks, offices, email accounts, computer equipment and

workstations are the property of Baptist Health and are provided to

employees to carry out their work activities and for their convenience.

Baptist Health reserves the right to conduct reasonable searches, at

random or for cause, at any time. Similarly, items brought on to Baptist

Health property (e.g., boxes, backpacks, purses, vehicles, etc.) may also

be subject to search. A search, in and of itself, does not imply or

constitute an accusation of wrongdoing. Baptist Health may elect to

conduct searches to protect the loss of company property, to ensure

the efficient and proper operation of facilities and for other security

reasons.


55 Rev. 5-2018

OUR HEALTH & SAFETY GUIDELINES

Safety & Accident Prevention

Baptist Health wants to provide a safe, healthy and productive

work environment where safety and well-being of its employees,

patients, families, and visitors are assured. However, safety is

everyone’s responsibility.

Accordingly, you are encouraged and expected to familiarize

yourself with our safety programs as well as the safety precautions

required for your position. Orientation will include, but is not limited

to, understanding the use of required/available Safety Equipment as

well as Personal Protective Equipment (“PPE”), your right to know

about hazardous materials and where to find information contained in

applicable safety data sheets (“SDS”) (formerly known as “MSDS”).

Workplace safety regulations are posted throughout the facility in

compliance with the Federal Occupational Safety and Health Act of

1970.

It is your responsibility to immediately report to management any

unfavorable conditions, such as wet or slippery floors, equipment left

in halls or on walks, tripping hazards, and defective or broken

equipment. You are also expected to immediately report to your

supervisor and/or employee health any near miss or injury (no matter

how slight) you may suffer in the course of performing your duties (see,

e.g., On-The-Job Injuries) as well as anything that needs repair or is a

safety hazard. Safety concerns can be raised without fear of retaliation.

Safety is everyone’s job. Careless handling of equipment and/or

use of combustible materials near open flames is dangerous. All

defective equipment, electric outlets and lamps should be reported

immediately. You should know where to find applicable SDS sheets,

which are located online on the home page of BEN (in addition, each

https://msdsmanagement.msdsonline.com/edefdcb2-2695-4571-b12b-2bf55bd3bb3f/ebinder/?nas=True


56 Rev. 5-2018

Baptist Health facility has a normal backup process when computers

are inactive).5

Employees who fail to follow established safety procedures and/or

fail to use or wear assigned safety equipment when required will be

subject to disciplinary action. Supervisors are responsible for enforcing

safety policies and procedures within their department.

General Safety Rules

Safety is to be given primary importance in every aspect of planning

and performing any activities. We want to protect you against injury

and illness. Below are some general safety rules:

• Keep your work area clean and sanitary.

• Keep cabinet doors and file and desk drawers closed when not in use.

• Ask for assistance when lifting or moving heavy objects.

• Wear or use appropriate safety equipment (such as patient lifts), as required.

• Wear appropriate personal protective equipment (“PPE”) as stated in your OSHA Exposure Control Plan.

• Avoid overloading electrical outlets with too many appliances or machines.

• Use flammable items, such as cleaning fluids, with caution.

• Report to management if you or a co-worker becomes ill or injured.

• Report to management any perceived safety risks.

• Follow good hand hygiene protocols


Group employees can find their SDS sheets via the Baptist Health Floyd intranet under the Applications tab.


57 Rev. 5-2018

• Follow universal precautions to eliminate or minimize exposure to blood borne pathogens in the workplace.

Substance Abuse

Baptist Health has no tolerance of drug and alcohol abuse, and

conducts various programs of prevention, education, and rehabilitation

to ensure our system maintains a drug and alcohol-free environment.

Baptist Health considers substance and alcohol abuse to be a medical

problem and, as with other illnesses, our objective is to assist in

rehabilitative processes. An Employee Assistance Program has been

established to help employees and their families address problems

related to drug/alcohol abuse.

Employee Fitness-for-Duty

Employees must be capable at all times of functioning with

adequate reason and judgment in duties and responsibilities to which

he or she has been assigned. A supervisor shall relieve an employee of

his or her responsibilities if, in the supervisor's judgment, an

employee's reported or observed ability to function might interfere

with the employee’s competent and safe performance of his or her

responsibilities.

If an employee is relieved of his or her responsibilities, the

supervisor in consultation with employee health and/or human

resources will determine whether employee will be required to submit

to medical evaluation (i.e., Fitness for Duty) before resuming his or her

responsibilities. Where a supervisor has determined a medical

evaluation is necessary, failure of employee to submit to such medical

evaluation will result in disciplinary action up to and including possible

termination.

Following a leave of absence for personal health reason, including

worker compensation leave or FMLA, an employee may be asked to

submit to a fitness for duty examination to ensure his or her ability to


58 Rev. 5-2018

safely return and perform the essential duties and responsibilities of

his or her position.

On-The-Job Injuries & Employee Incidents

If you believe that you have been injured on the job, suffered a

work-related illness or suffered an employee incident that may or may

not require medical intervention or treatment (i.e., a report only

incident), the following procedure should be followed:

1. Immediately notify your supervisor, house supervisor and/or house manager. You will also be expected to call the Baptist Health 24/7 Employee Incident Call Center (administered by CorVel) at 1-877-764-3574 to report your injury, illness or incident and receive direction on medical care.

2. If required, you will be directed to seek medical treatment through available means, including Employee Health, BaptistWorx, Baptist Urgent Care or an Emergency Department at a Baptist facility (depending on the nature and time of the injury).

3. You will be asked to assist in the completion of an Incident Report and an employer’s First Report of Injury (which is done by calling the Baptist Health 24/7 Employee Incident Call Center.

4. You will be asked to sign a consent form to release medical records to our Workers Compensation claims administrator.

Please note that failure to timely report your injury and/or refusal of treatment may result in a loss of the Workers Compensation benefit. You are expected to cooperate with Baptist Health to seek out the appropriate level of care based on the injury and/or extenuating circumstances (e.g., treatment via the emergency department is generally the most expensive option and is not needed for most injuries).


59 Rev. 5-2018

In the event that you are injured on the job and become eligible to seek workers compensation benefits, please note that you have certain rights and responsibilities related to workers compensation policies. If an injury does occur, you will be given a detailed listing of those rights and responsibilities.

Examples of those rights and responsibilities are listed below but are not limited to:

Employee Rights

To have work-related medical expenses paid by Baptist Health;

To choose a provider from a group of approved managed care physicians/providers;

To not be harassed, coerced, discharged or discriminated against for filing a lawful workers compensation claim; and

To be granted excused leave of absence if off work due to a work related injury.

Family Medical Leave and Workers Comp run concurrently

Employee Responsibilities

Notify supervisor immediately and call the Baptist Health 24/7 Employee Incident Call Center (administered by CorVel) at 1-877-764-3574 as soon as possible following an injury;

Follow-up with your designated worker compensation coordinator, as needed/instructed, if treatment is sought;

Select provider from the approved WORK COMP Network (listing of network providers is available from your worker compensation coordinator);

Attend all scheduled appointments, and follow the medical advice & treatment plan per instructions of provider; and

Maintain regular contact with your supervisor, designated Human Resources representative, and managed care case manager as appropriate.


60 Rev. 5-2018

Fire Prevention & Training

The importance of fire prevention cannot be overemphasized.

Carelessness and thoughtlessness are the two main reasons for fire

disasters. Baptist Health has set up fire prevention plans to protect

employees, patients, other personnel, and property. You will receive

training on fire prevention and equipment during your initial

orientation and annually thereafter. Your supervisor will discuss the

fire drill procedures pertaining to your area in greater detail. Annual

fire safety in-services are held. Scheduled and unscheduled drills are

conducted to ensure employees are properly trained in emergency

procedures.

Disaster Programs

In the event of a disaster,6 Baptist Health hospitals are responsible

for rendering assistance to victims in the communities we serve. Each

department should have a disaster plan. From this detailed instruction

manual, employees are required to learn their particular duties in

disaster situations. Supervisors will discuss the disaster procedures

pertaining to employees’ workstations in detail. Employees are

expected to understand their duties and comply with them completely.

Regular disaster drills are conducted in each facility. All employees,

whether on or off duty, are required to participate in any major disaster

drill, if held. Annual disaster in-service training will be required of all

employees.

6 Disasters include fire, severe weather related, hazardous spills, and other

natural or man-made disasters.


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OUR COMPENSATION GUIDELINES

Employee Classifications7

Employees are grouped into the following classifications:

Regular Full-time: These persons are employed for an

indefinite period of time and are regularly scheduled to work a

minimum of 64 hours in a two-week pay period (e.g., a minimum of 32

hours per week or classified as a .8 or an 80% or greater Full-Time

Equivalent) and are eligible for full-time employee benefits.

Regular Part-time: These persons are employed for an

indefinite period of time and are regularly scheduled less than 64 hours

in a two-week pay period (e.g., less than 32 hours per week or classified

as less than a .8 or an 80% Full-Time Equivalent). For purposes of

benefits, Regular Part-time employees are classified into two

categories, e.g., (i) those who are regularly scheduled to work a

minimum of 48 hours but less than 64 hours per pay period (e.g.,

regularly scheduled to work between a minimum of 24 hours and 32

hours per week or those classified as a 60% (.6 FTE) up to an 80% (.8

FTE) Full-Time Equivalent) who are eligible for all part-time benefits and

(ii) those who are regularly scheduled to work less than 48 hours per

pay period (e.g., less than 24 hours per week or classified as less than a

60% (.6 FTE) Full-Time Equivalent) who are only eligible for

7 NOTE: For purposes of the terms used in this section of the Introductory

Guide, as well as for purpose of similar terms used in any policy and/or

benefit plan, Baptist Health defines “regularly scheduled” as being

equivalent to an individual’s assigned Full-Time Equivalent (FTE) rating

regardless of the actual hours worked or paid. Employees who would like

to have their FTE status adjusted/reviewed or believe that their FTE rating

should be adjusted based on hours regularly worked must discuss this

with their supervisor and/or designated HR representative.


62 Rev. 5-2018

Preventative Care health benefits unless they work more than 1,000

hours in a retirement plan year, in which case they may participate in a

Baptist Health sponsored retirement plan.

Temporary full time/part time: These persons are employed

with the understanding their employment will last a defined length of

time, generally not to exceed six (6) months in length. Temporary

employees do not participate in any employee benefits unless they

work more than 1,000 hours in a retirement plan year, in which case

they may participate in a Baptist Health sponsored retirement plan.

They do not receive any other benefits through Baptist Health.

Employees who begin in a “Temporary” classification and later change

to a “Regular” classification will begin accruing benefits from the

official date of change to “Regular” classification.

PRN (per diem) Employees: These persons are employed on

an “as needed” basis. Usually, they have no regularly scheduled hours

and do not participate in the employee benefits package unless they

work more than 1,000 hours (with the exception that they are eligible

to make personal contributions to the Baptist Health 403(b) Thrift

Savings Plan without a company match (see, e.g., Retirement

Programs) and are also eligible for the Preventive Care Health Plan).

Upon a change of status either to or from PRN, the employee’s service

date (benefit accrual date) is to coincide with the effective date of

change. It is the employee’s responsibility to contact Human Resources

to determine what changes in benefits eligibility have occurred.

Exempt Status & Overtime Pay

Overtime pay for Baptist Health employees is subject to the

overtime provisions of the Fair Labor Standards Act. Whether you are

eligible for overtime compensation is determined by the kind of work

you perform. Employees not eligible for overtime are described as

Exempt from OT pay. The determination of your pay status is not made


63 Rev. 5-2018

by your job title or location; it is made by evaluating your primary duties

and the kind of work you perform.

Employees subject to the overtime provisions of FLSA and eligible

for OT pay are described as Non-Exempt. Most of Baptist Health’s

employees are classified as Non-Exempt and, therefore, are eligible for

overtime pay. Non-exempt employees will be paid one and one-half

(1.5) times their “regular rate” (as calculated pursuant to FLSA

standards) for approved overtime hours worked in excess of forty (40)

hours per week. Normally, your hourly rate is the same as your regular

rate but there may be reasons for variations such as the inclusion of

premium pay.8 If you have questions regarding your pay, please consult

Human Resources.

If you are a non-exempt employee, you will be paid for all of the

hours you work according to the state and the federal wage and hour

laws. Thus, before you start to work early, work remotely or work

beyond the normal workday, you must get advance permission and

authorization of your supervisor because overtime pay represents an

expense to the company. Unless specifically instructed, employees are

not expected to perform work beyond regularly scheduled hours or

perform work from home. Unless specifically authorized and approved

by the employee’s supervisor, such time will not be deemed

compensable time and the employee will not be compensated for

same.

If you are a non-exempt employee, your hours of work must be

recorded. It is required by law. The record of hours worked is used to

calculate your paycheck. Please be accurate in recording your time. In

the event there is an error in properly recording your time, it is

important that you notify your supervisor right away. An incorrect time

record may cause you to be paid incorrectly. If you believe that you

8 Please note that only compensation for actual hours worked is included.

Hours paid for PTO, Bereavement Absence, Jury Duty, and Leaves are not included in the calculation of overtime.


64 Rev. 5-2018

have been paid incorrectly, please notify the payroll department

immediately so it can be reviewed and corrected if needed.

If you are an exempt employee, you are generally paid a fixed salary

for performing a scope of work. Exempt employees are generally not

paid by the hour, and are not subject to the overtime provisions of the

Fair Labor Standards Act. Exempt employees are expected to work

until the job is finished.

Premium Pay

Holiday Pay: Employees will be paid a special holiday rate when,

with the authorization of senior management, employees are

scheduled and required by business needs to work on one of the

following holidays:

New Year's Day;

Memorial Day;

Independence Day;

Labor Day;

Thanksgiving Day; or

Christmas Day.

The special holiday pay rate is one and one-half times your base

rate. Exempt employees are not eligible for special holiday pay.

Shift Differential: Some employees may be eligible for a shift

differential to compensate for their willingness to commit to work

evenings or nights as part of their regular schedule in order to meet

patient needs. Such pay is generally determined by each facility or

business entity to match competitive rates being paid in the local

market. Such pay will be included in the calculation of employee’s

“regular rate” for purposes of overtime pay calculations.

On-Call, Call Back Pay and Other Premium Pay: Based on

business and patient needs, some employees may be offered other

forms of premium pay to compensate for their willingness to be “on-


65 Rev. 5-2018

call” or be “call-back” to meet patient needs. Your supervisor will be

able to explain the availability and clocking of such premium pay. Such

pay will be included in the calculation of employee’s “regular rate” for

purposes of overtime pay calculations.

Working Hours

The hours an employee works will depend on their classification

and assignment. Because Baptist Health hospitals and some clinics

must be open for patient care 24 hours a day, 7 days a week, every day

of the year, some employees will have to work at night, on weekends,

and during holidays. The needs of Baptist Health’s patients make

overtime, shift work, a rotating work schedule, or a work schedule

other than a standard schedule a necessary condition of employment.

The determination of the daily and weekly work schedule is the

responsibility of your supervisor. It is your responsibility to know and

follow the schedule as set forth by your supervisor. If you have any

questions concerning your schedule, please discuss with your

supervisor. When you are unable to report for duty (no matter what

the cause), you must notify your supervisor in advance as far as

possible.

Employees may not leave the premises during regular working

hours without the express permission of their supervisor, and must

clock out upon leaving and clock in upon return.

Meal & Rest Periods

Meal periods are thirty (30) minutes in duration and are unpaid.

Meal periods may not be combined with rest breaks in order to extend

the length of the meal period. Meal periods will be scheduled by the

immediate supervisor. It is our expectation that you will take the

provided meal break and perform no work during that 30-minute

period. Employees are also entitled to one 10-minute rest period for

every four (4) hours worked. Rest periods are scheduled by your


66 Rev. 5-2018

supervisor and are not cumulative nor can they be added to the meal

period. Upon request and in coordination with your supervisor, a

reasonable amount of additional unpaid break time may also be

provided to nursing mothers in order to express breast milk.

Missed Rest and Meal Periods

Baptist Health is committed to ensuring its compliance with both

state and federal wage and hour laws. Consistent with that

commitment, Baptist Health does not permit, and hourly-paid

employees are prohibited from, engaging in “off-the-clock” work. Rest

and meal breaks are generally required by state law and, even if not

required, are part of Baptist Health’s practice to ensure that employees

have the opportunity to rest and eat while working. Consequently, if a

meal break is not taken (and properly recorded as not taken), it may

result in a form of prohibited “off-the-clock” work to the extent many

of the payroll systems are set up to automatically deduct the thirty-

minute meal break.

If you are a non-exempt employee who is required to work through

a rest or meal break due to unexpected demands of the workplace, you

must notify your supervisor at the time the break is missed, if practical,

but in no event later than the end of your scheduled workday. Failure

to notify your supervisor is considered a falsification of time records

and may result in appropriate disciplinary action. In addition to

properly entering any necessary no-lunch clocking so as to override the

automatic deduction, missed meal breaks must also be reported as

required by your local HR and/or payroll Department.

Supervisors receiving notice of a missed break should verify that

the report is accurate, and take necessary steps to attempt to rectify

the situation immediately and/or notify appropriate personnel to

ensure proper payment to the employee. No supervisor is authorized

to encourage any employee to withdraw a missed break report, or to

suggest any form of retaliation against an employee who makes such a


67 Rev. 5-2018

report. Should a supervisor question the accuracy of a missed break

report, the matter is to be referred to Human Resources for further

investigation and action.

Any non-exempt employee who is requested or otherwise

encouraged to engage in off-the-clock work, including working through

Baptist Health-provided breaks without compensation, should bring

the matter to the attention of the appropriate manager or Human

Resources representative.

Pay Periods and Receipt of Wages

Employees will be paid biweekly, at least 26 times a year. Baptist

Health’s work week begins at 12:01 a.m. Sunday and ends on the

following Saturday at 12:00 a.m.9 Payday is every other Friday, and the

payment received represents the time submitted that was approved.

It takes time to process payroll data. Direct deposit of wages will be

received about five (5) days after each pay period ends. Any questions

concerning pay should be taken up with your supervisor, who may

consult the payroll department for assistance or clarification.

Pay Records

The electronic time keeping system is the basic source of

information for payroll. All non-exempt employees shall record their

work hours through an electronic time keeping system. Exempt

employees shall record exceptions to their regular biweekly schedule.

The working day will normally include a 30-minute period for meals

that is not counted as working time.

Electronic time keeping system entries should reflect the actual

hours worked and should mirror your actual work schedule (e.g., do

9 The workweek for Baptist Health Floyd employees and Indiana-based

Baptist Health Medical Group employees will continue to begin at 11:00 p.m. on Saturday pending integration of the time & attendance as well as payroll systems.


68 Rev. 5-2018

not “clock” in and out at hours in variance with your daily work

schedule). You must clock in/out electronically when reporting for

duty, upon leaving the premises and upon returning to duty, and upon

completion of duty. All hours must be approved in advance by your

supervisor. If employees fail to “clock” in or out, the approval and

correction of time by management is required before being paid for

that day.

Employees are not to clock in “early” before the start of their

scheduled shift without your supervisor’s approval. For most locations,

clocking in more than seven (7) minutes before their scheduled start

time is considered early and is prohibited.10 Similarly, clocking in after

the scheduled start time is considered “late” and may result in a tardy

occurrence being assessed plus potential discipline based on the

number of occurrences accumulated (please consult local rules for any

applicable clocking-in grace periods). Clocking out any time before the

scheduled quitting time is unauthorized without your supervisor’s

approval. Employees have up to seven (7) minutes after their

scheduled quitting time to “clock” out. Any time after seven minutes

may be considered overtime and requires approval of your supervisor.

Where available, the electronic time keeping system is to be

checked by employees to ensure accuracy of the hours to be paid.

Changes or alterations are not to be made except with approval of the

supervisor (or designee). If changes are necessary, it is the

responsibility of employees to obtain the approval prior to the

submission of the time for compilation of pay.

10 As noted, Baptist Health Floyd employees and Indiana-based Baptist

Health Medical Group employees will continue to follow their existing Attendance Rules until such time as they are able to become more fully integrated with the Baptist Health time and attendance system following their Workday® go-live.


69 Rev. 5-2018

Do not “clock” another employee in or out. “Clocking” for another

employee or falsifying any time record will result in disciplinary action

for both employees involved, up to potential termination.

Authorized Payroll Deductions

It is the policy of Baptist Health to make only proper and authorized

deductions from your pay. This may include deductions initiated by

you for purchases made through auxiliary and uniform sales, the

cafeteria and/or the gift shop. Sometimes, however, through mistake

or error, an improper deduction may occur. If you believe that your

pay has been reduced because of an improper or unauthorized

deduction, please notify Human Resources immediately. If it is

determined that an improper or unauthorized deduction has occurred,

the amount deducted will be promptly reimbursed.

Baptist Health will withhold certain deductions from your

paycheck. Some of these deductions are required by federal, state,

county, and/or city governments, while others are voluntary

deductions per your request. Earnings statements will indicate each

deduction withheld. Should you wish to change a voluntary deduction,

please contact a member of your Human Resources department.

Exempt Employee Wage Deductions: Baptist Health is

committed to compensating its employees in compliance with the Fair

Labor Standards Act (“FLSA”). Because exempt employees are generally

paid on a fixed salary basis, they will receive their full salary unless

specifically authorized by law. Except for normal taxes, benefits and

voluntary contributions, deductions may be made only when an

exempt employee is:

• Absent from work for one or more full days for personal reasons, other than sickness or disability;

• Absent from work for one or more full days as a result of sickness or disability (including work related accidents) if the deduction is made in accordance with a plan, policy or


70 Rev. 5-2018

practice of providing compensation for loss of salary caused by such sickness or disability (e.g., Baptist Health | My PTO Time);

• Called for jury duty, attendance as a witness, or temporary military leave to the extent that the employee is compensated for such time away from work (i.e., to offset amounts employees receive as jury or witness fees, or for military pay);

• Suspended without pay for one or more full days for violation of a safety rule of major significance;

• Suspended without pay for one or more full days for violation of a written workplace conduct rule; or

• Partial salary payments made in the initial or terminal week of employment (proportionate to the number of days not worked in such week).

Wage Assessments and Garnishments

We hope that you will manage your financial affairs so that we will

not be obligated to execute any court-ordered wage assignment or

garnishment against your wages. However, in the event that an

assessment or garnishment is received, you will be notified to make

immediate arrangements for settlement on the account in question. If

you continue to receive garnishments on more than one underlying

debt and do not attempt to rectify the situation, you may be subject to

disciplinary action.

Wage Scales

All Baptist Health positions are classified according to relative job

skills, technical requirements, and responsibility. Maximum and

minimum salary rates are established for all positions. Each

geographical market and/or facility location generally maintains its

own salary/wage plan designed to meet the competitive needs and

demands of the local labor markets. All salary information is regarded


71 Rev. 5-2018

as strictly confidential by Baptist Health. Baptist Health will not release

information about any employee’s salary to anyone without his/her

written permission or a legally binding request or other legal obligation

to do so.

Pay Increases & Pay Rates

Pay increases may be granted on the basis of a general increase,

merit and/or competency, as demonstrated by employees’

performances on the job or as a result of meeting market parity to

maintain a competitive wage. As a general rule, pay increases generally

coincide with the start of the fiscal year. However, these increases and

the time of these increases are not automatic. Pay increases are

available at up to the maximum rate established for each position.


72 Rev. 5-2018

OUR BENEFITS GUIDELINES 11

Health Insurance

Health Plan coverage needs are unique for each employee. As a

result, Baptist Health offers eligible employees a variety of plan options

and the flexibility to choose the coverage that is best for them. You can

choose to cover yourself at the “Employee only” level, or cover one or

more of your dependents by choosing (i) Employee plus spouse, (ii)

Employee plus child(ren) or (iii) Family coverage. Depending on the

plan selected, Baptist Health seeks to cover approximately 80%-85% of

the cost of care for employee only coverage and approximately 70% for

levels covering the employee and their dependents. Employee

premiums are deducted on a pre-tax basis. See the annual benefit

guide for additional information on plan options and coverage.

Retirement Program

To assist you to set aside money for retirement, Baptist Health sponsors two retirement programs for eligible employees:

A 403(b) thrift savings plan in which a portion of savings is matched by Baptist Health for Regular employees. Employees are automatically enrolled with a preset election of 3%. Please note that you can change this election or opt out at any time by calling Fidelity Investments or logging into your personal account at www.fidelity.com/atwork; and

A discretionary 401(a) Retirement Accumulation Plan or RAP which is an additional retirement vehicle that is 100% funded by Baptist Health for the benefit of its employees

11 The following are summaries of the benefits provided. Employees are

encouraged to consult the actual plan documents for more information. Where there is a conflict, plan documents will govern.

http://www.fidelity.com/atwork


73 Rev. 5-2018

at the discretion of the Board based on Baptist Health’s financial performance and financial position.

Funds may not be withdrawn from the retirement plans unless

employee terminates or retires. For complete information on the

retirement programs, including the loan provision on the thrift savings

plan and withdraw options, please contact Fidelity Investments at 1-

800-343-0860, or go online to http://www.Fidelity.com/atwork.

Short-term / Long-term Disability

While medical insurance may cover most medical bills, daily living

expenses such as rent or mortgage, car payments and utilities continue

during periods of disability. Accordingly, Baptist Health offers disability

insurance to help provide partial income replacement should you be

unable to work due to a qualifying illness or non-occupational injury.

The cost of the Short-Term Disability (“STD”) Plan is paid by employees

through pre-tax payroll deductions. Short-term disability benefits can

run concurrently with EIB benefits. In contrast, the Long-Term

Disability (“LTD”) Plan is fully funded by Baptist Health. LTD benefits

are offset by other sources of income, such as Social Security and

workers’ compensation. Benefits are reduced upon reaching normal

retirement age. Please consult the most recent Benefit Guide for more

information. To make a claim, or if you need additional information,

please call our third-party vendor, Reliance Standard, at 1-877-202-

0055.

Social Security Retirement & Disability Benefits

Employees of Baptist Health participate in the Social Security

program through the payment of taxes per the Federal Insurance

Contribution Act (“FICA”). Baptist Health pays half of the cost of this

program and the other portion is deducted automatically from

employees’ pay according to government regulations.

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74 Rev. 5-2018

Life Insurance

Baptist Health provides eligible employees with basic life and

accidental death & dismemberment Insurance coverage. In addition,

you may purchase supplement life (subject to certain limits and caps)

as well as group life insurance for your spouse and children. Please

consult the most recent Benefit Guide to learn more about your

coverage and ability to purchase additional life insurance for yourself

and your family.

Other Insurance Coverage

Baptist Health is committed to being the leader in health and

wellness across the State. Comprehensive voluntary benefits, including

Dental, Vision, Cancer, Critical Care and Accident Insurance are offered

to eligible employees and their families.

Flexible Spending / Health Savings Accounts

For those employees participating in one of Baptist Health’s

Preferred Provider Organization (“PPO”) health plans, you will have the

opportunity to set money aside on a pre-tax basis in a Flexible Spending

Account that can be used to pay for eligible health care and/or

dependent day-care expenses. For those employees participating in

one of our high-deductible health plans (“HDHP”), you can participate

in a Limited Flexible Spending Account to set aside money for dental

and vision related expense only. In addition, those participating in

either the Enhanced or Core HDHP will also be provided with a Health

Savings Account (“HSA”) in which both Baptist Health and the

employee, if they so choose, can set aside pre-tax money to help offset

the costs of covering healthcare expenses falling within their high

deductible plan.


75 Rev. 5-2018

Tuition Assistance Program

Baptist Health believes employees should be given every

opportunity to increase their knowledge and skills for both personal

growth as well as help to prepare them to take on new and expanded

roles within Baptist. Therefore, as part of our employee education

program, you may be eligible to have certain educational expenses

reimbursed.

Tuition assistance is available to all Regular employees completing

six (6) months of continuous employment prior to the date on which

an approved course begins. Assistance to part-time employees will be

prorated based on their standard FTE (i.e., scheduled biweekly work

hours) at the time of enrollment.

Tuition assistance is limited to a maximum amount per fiscal year

for full-time employees and prorated for part-time employees.

Employees are eligible for reimbursement for courses taken related to

employees’ work or courses designed to prepare employees for

increased opportunities within the system (i.e., most healthcare

occupations), and taken at any accredited school, college, or university

that is approved by the Educational Assistance Committee.

Employees must apply for educational assistance by submitting an

"Educational Assistance Program" application to their immediate

supervisors no later than two weeks after the start of a class.

Applications must be obtained online.

Employee Assistance Program

Baptist Health sponsors an Employee Assistance Program that

provides confidential help in coping with problems such as marital and

family conflicts, depression, work-related stress, grief and loss,

chemical dependency, or legal/financial difficulties. This services is

currently administered by our partner, Magellan Healthcare. For


76 Rev. 5-2018

complete information, visit http://www.mgln.us/bhs-EAP or call 1-800-

327-7354. If you have questions, please contact Human Resources.

Workers' Compensation Benefits

In compliance with applicable state Workers' Compensation laws,

Baptist Health provides coverage for medical care and compensation

for lost wages should you suffer a work-related injury or illness. All

employees are eligible for this benefit immediately upon employment.

Incident Reporting: State law requires immediate and formal

reporting of incidents on the job. Therefore, should you be involved in

accident or other work-related incident, and even if it does not result

in an injury (e.g., a “near miss”), you must report that incident

immediately to your supervisor and complete an incident report before

the end of your shift unless your injury somehow prevented you from

so doing (See, e.g., On-The-Job Injuries). An “incident” is any

happening that is not consistent with routine operation of a facility or

routine performance of a job, such as an accident that results in bodily

injury.

Injury Treatment: Treatment should be provided at the most

appropriate level. For most employees, they should call Baptist

Health’s 24/7 Employee Injury Call Center (administered by CorVel) at

1-877-764-3574 to report an injury and receive direction regarding

medical care. If emergency care is necessary, employees should seek

care at a Baptist Health Urgent Care or, if necessary, may be seen in the

Emergency Department. Non-emergency care must be coordinated

through CorVel, Employee Health and/or Human Resources (See, e.g.,

On-The-Job Injuries).

Leaves of Absence: If it is necessary for you to be off work for a

period of time to recover from a work-related injury or illness, you will

be provided with an appropriate leave of absence without pay

(compensation may be available via workers’ compensation). This

leave will run concurrently with FMLA leave (See, e.g., Family and

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77 Rev. 5-2018

Medical Leave of Absence). Benefits will not accrue during any such

leave(s) of absence. However, employee will continue to eligible for

health benefits (premiums will go into arrears and will be caught up

upon employee’s return to work).

Compensation: Depending on the underlying cause of the injury

and the length of the absence resulting from a work-related injury or

illness, some employees will be eligible to be paid through the Baptist

Health Workers’ Compensation Trust (see Human Resources for more

information). Such compensation is generally paid out at 2/3’s of the

employee’s average weekly wage (subject to certain caps). Employees

on leave for a work-related incident are not eligible to draw ATO, PTO

or EIB time. However, upon returning to work, employees may request

to be paid any applicable accrued and unused time off (i.e., ATO, PTO

and/or EIB) to make up the difference between the amount of

compensation received through workers’ compensation and the

employee’s normal compensation.

Job Protection: During any period of time when the employee

is on a concurrent work-related leave of absence and FMLA, their

position with Baptist Health will be held open and they will be

guaranteed the ability to return to that position upon release.

Thereafter, for as long thereafter as employee has accrued time in his

or her applicable leave bank (subject to applicable limits), Baptist

Health will continue to protect employee’s position for an additional

period of time based on the amount of any accrued but unused time in

his or her applicable leave bank (less the initial WC/FMLA leave period).

Upon expiration of this time, employee will be permitted to remain on

a leave but without any guarantee that his or her position will be

available at the conclusion of the leave of absence.

Return to Work: As soon as an employee (i) reaches maximum

medical improvement, (ii) is released to return to work by a physician

(with or without restrictions), or (iii) receives permanent restrictions

from a physician, the injured employee should meet with Employee


78 Rev. 5-2018

Health and/or Human Resources to assess their ability to return to

work, including their ability to return to full duty in their former

position (if guaranteed / open) and/or return to work to perform

modified duties. Upon return to work, benefit accruals will resume

based on the employee's most recent date of hire and arrangements

will be made to pay for the healthcare benefits placed in arrears.

Employment will be terminated for any employee who does not return

to work as soon as possible once one of the above conditions have been

met.

Other Employee Services

Cafeteria

Each Baptist Health hospital maintains a cafeteria for employees

and visitors. The food service department prepares delicious, well-

balanced meals and lunch items at a reduced cost for employees.

Meals and lunches are not to be eaten in patient areas. Cafeteria hours

are posted at each facility.

Parking Facilities

Employee parking is provided to you at no cost. Employees must

use the facilities or areas designated for “Employee Parking” and are

prohibited from parking areas designated for patients or otherwise

restricted (e.g., physician parking).


79 Rev. 5-2018

OUR LEAVE GUIDELINES

Baptist Health | My PTO Time

Baptist Health’s Paid Time Off (“PTO”) program blends personal

time with accrued vacation, holiday time and sick time to give you more

flexibility in scheduling and using these benefits. Under the Baptist

Health | My PTO Time program, paid time off for vacations, holidays,

personal days and time needed to care for personal or family illnesses

accrue into a consolidated “Paid Time Off Bank.” In addition, up to two

(2) hours of PTO time may be used to cover time missed from work for

physician, dental, and eye care appointments for you or for an

immediate family member. The use of PTO for this reason requires

advance approval from your supervisor

With limited exception (e.g., ATO providers and Executives), all

Regular Employees are eligible for PTO. Temporary and PRN

employees, however, are not eligible for PTO. PTO hours accrue

biweekly for eligible employees who are actively employed. Newly-

hired and eligible rehired employees (see details below) will be eligible

to have up to forty (40) hours of PTO “front-loaded” into their PTO bank

(prorated based on their standard Full-Time Equivalent, i.e., FTE) to

help cover upcoming holidays or vacations already scheduled prior to

(re)joining the Baptist Health family.

Please note that actual PTO accruals are determined by actual

hours worked plus credited hours for the following paid absences: PTO,

bereavement, jury duty, and up to two weeks of military reserve duty.

Thus, actual PTO accruals will vary according to hours worked for

employees who work less than 80 hours each pay period. With the

exception of unpaid time off taken pursuant to an Excused

Absence/Staff Directed Time-off (i.e., “SDT” code), any days without


80 Rev. 5-2018

pay (e.g., unpaid PTO, unpaid leave of absence, etc.) will not count

toward the accumulation of PTO.

If you work 40 hours each week, your PTO will accrue as shown

below based on your credited years of service with Baptist Health:

Employees who increase their FTE status during their first year of

hire (or rehire) will be eligible for a prorated adjustment to their front-

loaded PTO (e.g., if an employee who was initially hired as a 50% full-

time equivalent (or a .5 FTE) regularly scheduled to work 20 hours per

New Hire 24 Days 192 Hours40 hrs (front loaded)

+ .731 days (5.846 hours )

per pay period384 Hours

1 Year up to

5 Years26 Days 208 Hours

1.000 days

(8.000 hours )


5 Years up to


1.192 days

(9.538 hours )


11 Years up to


1.231 days

(9.846 hours )


12 Years up to


1.269 days

(10.154 hours )


13 Years up to


1.308 days

(10.462 hours )


14 Years up to


1.346 days

(10.769 hours )


15 Years up to


1.385 days

(11.077 hours )


20 Years and up 37 Days 296 Hours1.423 days

(11.385 hours )


Years of ServiceTotal PTO Days (Accrued per year

based on 8 hour day)

Total PTO Hours (Accrued per year based

on 1.0 FTE)

Bi-Weekly PTO Accrual(Accrued per Pay Period

based on 1.0 FTE)

PTO Maximum

Accrual(2 Years Max)


81 Rev. 5-2018

week and, thus, received 20 hours of prorated front-loaded PTO,

subsequently increases their regularly scheduled hours to become a

100% Full-time employee (i.e., a 1.0 FTE), they will be eligible for an

additional 20 hours prorated for the remaining time until they reach

their 1-year anniversary (e.g., an additional 5 hours if there are three

months remaining until his/her anniversary).

Similarly, employees who convert from PRN status to Regular Full-

time or Regular Part-time status will be eligible for front-loaded PTO

(prorated based on their FTE) but any employee who bounces from

Regular Full-time or Regular Part-time to PRN status and then back to

Regular Full-time or Part-time employment within twenty-four (24)

months of having changed their status from Full-time/Part-time to PRN

will not be eligible for front-loading. Rehired employees who take

advantage of the one-time Bridging of Service policy are not eligible for

front-loading and will accrue PTO at the applicable accrual level based

on their reinstated benefit seniority date.

Rehired employees’ PTO accruals will be calculated using the most

current date of hire (i.e., most recent rehire date) unless the employee

is eligible for and elects to take advantage of the one-time bridging of

service opportunity as provided (see separate policy). Employees who

change status from Regular to PRN and back to Regular will accrue PTO

hours based on the effective date of this change (unless they elect to

take advantage of the above one-time bridging of service opportunity).

Bridging of service eligibility notwithstanding, any displaced employee

and/or any employee terminated following exhaustion of benefits

provided under the Family and Medical Leave of Absence Policy, and

who are rehired within six (6) months of their termination date, will

accrue PTO hours calculated based on their previous date of hire.

Allowed Time Off (ATO): Allowed Time Off (“ATO”) is

provided to senior executives, physicians and certain other eligible

providers in lieu of traditional PTO. The ATO program is to be used for

http://policies.bhsi.com/Sites/Policy/chq/ActiveDocuments/Bridging%20of%20Seniority%20Periods.11484.2.docx


82 Rev. 5-2018

scheduled and unscheduled time away from the office or practice

during regularly scheduled hours and includes hours taken for purposes

such as holidays, vacations, personal or family illness, personal

business, personal or family emergencies, and continued training or

education.

The amount of ATO provided on an annual basis will generally be

based on the executive’s seniority and/or reflected in the physician’s

contract. Executives and physicians whose contracts or employment

begins after January 1st or whose contracts are scheduled to

renew/terminate mid-year will receive a pro-rated portion of their

allotted ATO based on the applicable start date or contract renewal

date. For physicians, a maximum of twenty (20) ATO days may be

carried over from one calendar year to the next.

Using Your ATO or PTO Bank: ATO/PTO is to be scheduled in

advance and within guidelines established by each facility and by each

department. These may vary at each facility, so check with your

immediate supervisor regarding specific scheduling guidelines. When

an office or practice is scheduled to be completely closed for the

holidays, non-exempt employees may elect to take PTO or take the day

off unpaid. Such elections must be made in advance. Failure to elect

will result in the use of available PTO to cover the holiday. Exempt staff

will still be required to utilize PTO or ATO.

ATO must be used in full-day increments. Similarly, salary exempt

employees must take PTO in full day increments. Partial ATO/PTO days

may be taken for absences qualifying as approved intermittent leave

falling under the Family Medical Leave Act (“FMLA”). Non-exempt

employees may use PTO in quarter-hour increments. If requested and

approved, accrued PTO may be used to pay for time off taken pursuant

to an Excused Absence/Staff Directed Time-off (i.e., “SDT” code).

It is expected that ATO/PTO will be used when employees request

time off from their regular work schedule. Advances of ATO/PTO time


83 Rev. 5-2018

will not be made prior to the pay period in which it is earned or

awarded. Negative PTO balances are not permitted.

ATO executives and physicians shall be responsible for managing,

requesting and accurately reporting the use of approved ATO, including

making sure to save sufficient days to cover holidays when the office

may be closed. Requests for approved ATO for physicians should be

made in advance through the applicable regional manager responsible

for providing support to the physician’s practice. Scheduling of ATO

should be coordinated with the regional manager as well as other

physicians in the practice at least thirty (30) days in advance to allow

for appropriate staff and patient care. When thirty (30) days’ notice is

not possible due to unforeseen circumstances, ATO physicians should

still attempt to provide as much notice as possible and work to ensure

adequate coverage and coordination with other providers in the

practice. Failure to timely request ATO in advance may result in the

denial of the request. No more than ten (10) consecutive work days of

ATO may be taken at any one time without prior approval from the

Chief People & Culture Officer and/or the applicable BHMG Vice

President. Similarly, the PTO program allows employees to take up to

two weeks of PTO at one time. With special approval, the amount of

PTO taken at one time may be increased if work schedules permit.

When PTO is used, it is not included in calculating overtime.

Sell-Back Option for Paid Time Off: At the end of each fiscal

quarter (i.e., four times per year in January, April, July and October),

you will have the option to sell back any accrued but unused PTO at

75¢ on the dollar. In order to be eligible to participate in the sell-back,

you must have / maintain a minimum balance of 40 hours in your PTO

bank. The minimum sell-back is eight (8) hours and the maximum sell-

back is limited to thirty (30) PTO hours per quarter or one-half (½) of

your balance over 40 hours (whichever is less). If you are interested in

this option, please contact your human resources department within

two (2) weeks after the close of the fiscal quarter to complete a request


84 Rev. 5-2018

form. Please note that ATO hours do not have any cash value and, thus,

cannot be sold back or “cashed out” at any time, and are forfeited at

termination.

Two-Year Limit on Accumulation: There is a two-year limit

on the number of days that may accumulate in the Paid Time Off Bank.

The table below provides the maximum amount of PTO you may

accumulate based on your years of service:

Please note that any excess PTO over the maximum will automatically

roll over into your Extended Illness Bank (“EIB”) up to the maximum of

560 hours. Any excess PTO hours above this EIB cap (or your initial

converted balance, if applicable) will be forfeited.

Payout of PTO at Termination or Change in Status:

Accrued but unused PTO will be paid out at the employee’s then

current base rate of pay to (i) departing employees as well as (ii)

employees changing from Regular to PRN status on the next regularly

scheduled payroll following the effective date such termination

(including retirement) or change in status as follows:

New Hire 48 Days (384 Hours)

Less than 5 Years 52 Days (416 Hours)

5 Yrs up to 11 Years 62 Days (496 Hours)






20 Years and up 74 Days (592 Hours)

Years of ServiceMaximum PTO

Accrual(2 Years Max)


85 Rev. 5-2018

Except as provided above and unless explicitly provided otherwise in

writing signed by a duly-authorized officer of Baptist Health, ATO and

any other forms of accrued time off benefits (including EIB benefits)

have no cash value and are forfeited upon termination.

Extended Illness Bank (EIB)

The Extended Illness Bank (“EIB”) serves as an additional vehicle for

you to accumulate time off benefits (in addition to or in lieu of short-

term disability (“STD”) benefits) that can be used to cover an extended

illness or other approved absence without having to tap into your PTO

bank. EIB benefits can be used to cover leaves typically falling under

the Family and Medical Leave Act (“FMLA”) and other qualifying

illnesses that extend beyond an individual’s standard Full-Time

Equivalent (“FTE”) hours. The maximum balance you can maintain in

your EIB is 560 hours (or the amount initially converted from your sick

bank to your EIB based on the one-time conversion). Any hours accrued

in excess of this amount will be forfeited and additional hours cannot

be accumulated until your balance falls below 560 hours.

Using Your Extended Illness Bank Hours: Available PTO

hours must be used to cover all short-term absences, including

intermittent FMLA leaves, as well as the initial waiting period for any

long term absence before EIB benefits become available regardless of

the underlying reason (e.g., the EIB waiting period includes immediate

hospitalization) based on your budgeted FTE. For example, for full-time

Years of Services (As of last day worked)

Payout

%

Less than 2 years of service 0%

2 Yrs of Service up to 5 Yrs of Service 50%





15 or more Years of Service 100%


86 Rev. 5-2018

employees scheduled to work 40 hours per week, the applicable EIB

waiting period is 40 hours (which generally equals five (5) consecutive

working days, seven (7) consecutive calendar days or forty (40) hours

of regularly schedule time, whichever comes first). For part-time

employees, the EIB waiting time is prorated to match their budgeted

FTE (e.g., a 60% full-time equivalent (or .6 FTE) regularly scheduled to

work 24 hours per week would have an EIB waiting period of 24

consecutive hours which, depending on the employee’s normal

schedule, may be equal two (2) 12-hour shifts, three (3) 8-hour shifts,

four (4) 6-hour shifts, etc.).

EIB benefits can be used after the initial EIB waiting period has been

exhausted for any approved long term leave lasting longer than an

employee’s regularly scheduled work week, including leaves approved

under the Family & Medical Leave Act (“FMLA”) and/or Baptist Health’s

Personal Illness Leave Absence (“PILA”) policy, due to the employee’s

own personal injury or illnesses, or to care for a spouse, parent and/or

“eligible child” as defined by the FMLA (e.g., any biological, adopted, or

foster child, a stepchild, a legal ward, or a child of a person standing in

loco parentis, who is either under age 18, or age 18 or older and

“incapable of self-care because of a mental or physical disability”).

The maximum hours available to be used for any one EIB leave

event is 560 hours or 14 weeks, whichever comes first. If the employee

is unable to return to work following this period of time, their

employment will be terminated due to their inactive status. (Note, 560

hours provides employees twelve (12) weeks of protected leave under

the FMLA, if eligible, plus an additional two (2) weeks thereafter for

making arrangements to return to work, with or without restriction and

reasonable accommodation, and/or to find alternative employment

with Baptist Health). Failure to return to work following EIB will result

in termination and any remaining EIB benefits will be forfeited.

EIB hours are paid at your current base rate of pay based on your

scheduled work hours and require proof of medical services in order to


87 Rev. 5-2018

be paid EIB benefits. EIB benefits can run concurrent with any available

STD benefits but cannot be used when the employee is on leave for a

work-related injury for which they are receiving worker compensation

benefits. Applicable attendance rules still apply (e.g., calculation and

determination of occurrences) for any extended leave for which an

employee seeks to use EIB benefits (e.g., unless on an approved FMLA

leave, you may still accumulate attendance points).

Please note that EIB hours do not have any cash value and, thus,

cannot be sold back or “cashed out” at any time. At termination, any

accumulated but unused EIB hours will be forfeited.

Bereavement Leave

Regular employees may be absent up to three (3) consecutive

scheduled workdays for bereavement leave in the event of death of

their immediate family (defined to include parents, spouse, domestic

partners, children, sisters, brothers, grandparents, grandchild, other

permanent members of the employee’s household and in-laws of the

above). During such bereavement leave, Baptist will provide up to a

maximum of 24 hours of paid time off as bereavement pay (to be

determined based on your scheduled work days falling on the three (3)

consecutive days used for bereavement leave). If requested,

employees may use PTO to cover any scheduled but unpaid work time

(e.g., for someone scheduled to work three 12-hour shifts but only

receiving 24 hours of bereavement pay). Upon request, with

management approval, up to three (3) days of bereavement leave may

also be provided for other relatives (e.g., aunts, uncles, cousins, etc.).

Such time, however, is not eligible for bereavement pay and employees

must use accrued ATO/PTO to cover any scheduled work days falling

during this time period.

Bereavement Leave is intended to provide time for grieving, to

make funeral arrangements and includes any necessary travel time

and, thus, must be taken during the period of time between the date


88 Rev. 5-2018

of death and the day following burial, both inclusive. Regularly

scheduled "off" days are not to be changed if the death or funeral falls

on such "off" days. Bereavement leave shall be arranged with and

approved by your supervisor and regularly scheduled "off" days within

this period will not be eligible for bereavement pay.

Additional bereavement leave (e.g., time beyond the initial three

(3) days of bereavement leave) may be provided upon request based

on a clearly demonstrated need. Such additional bereavement leave,

however, is not eligible for bereavement pay and employees must use

accrued ATO/PTO to cover any scheduled work days falling within such

additional time off.

Employees may be required to present proof of death and

relationship of the deceased to qualify for bereavement leave pay.

When bereavement leave is paid based on scheduled work days, it does

not include any anticipated or scheduled overtime.

Jury Duty Leave

Should you be called for jury duty, Baptist Health will pay your

regular wage for up to a maximum of eight (8) hours per day for the

entire period of assignment. These hours paid are not included in

calculating overtime. Temporary and PRN employees are also eligible

to receive jury duty pay for any hours for which they were called to

serve on a jury and had been previously scheduled to work prior to

being called to serve.

Family and Medical Leave of Absence (FMLA)

Employees who have at least twelve (12) months of credited

service and who have completed at least 1,250 of credited hours during

the 12-month period preceding commencement of a requested leave

are eligible for FMLA. FMLA can be taken as unpaid leave, or paid leave

if accrued benefit hours are available (e.g., PTO and/or EIB). FMLA

provides employees up to twelve (12) weeks of protected leave in a


89 Rev. 5-2018

rolling twelve (12) month period for one or more of the following

reasons:

• For the birth and/or care for your child if the leave is commenced within twelve (12) months of the birth of child;

• To accept placement of a child for adoption or foster care;

• To care for your own serious health condition that prohibits you from performing essential functions of your position;

• To care for spouse, child (if under 18 years of age) or parent of employee whose serious medical condition requires your absence from work; or

• Due to a qualifying exigency arising from short notice deployment, the call to active duty or notice of impending call to duty or other qualifying exigencies related to military service of your covered military service member.

If eligible, you may also be entitled to take FMLA leave of up to

twenty-six (26) weeks in a 12-month period to care for an eligible

military service member with a qualifying serious injury or illness who

is your spouse, child, parent or next of kin. This leave runs concurrently

with FMLA taken for the above qualifying reasons taken during the

same 12-month period. Under certain circumstances, leave may be

taken on an intermittent basis rather than all at once, or the employee

may work on a part-time basis.

At least thirty (30) days’ advance notice is required for a

foreseeable FMLA. In all other situations, you must give as much

advance notice as is possible. You must give at least verbal notice

within two (2) business days of when the need for the leave becomes

known in situations where thirty (30) days’ advance notice is not

practicable. Failure to give proper advance notice for a foreseeable

leave or failure to produce requested medical or legal certification

within fifteen (15) days of the date requested may result in a denial of


90 Rev. 5-2018

your FLMA until such date that the required notice or certification is

given or produced.

Medical certification is required to support a claim for a leave for

your own serious health condition or to care for a seriously ill child,

spouse or parent. For your own medical leave, the certification must

include a statement that you are unable to perform the essential

functions of your position. For leave to care for a seriously ill child,

spouse, or parent, the certification must include an estimate of the

amount of time away from work you are needed to provide such care.

If granted FMLA leave, you will be required to use any available

accrued time off (e.g., ATO/PTO) for the initial EIB waiting period as

described above (see Using Your Extended Illness Bank Hours) and

thereafter will be required to use any available EIB benefits and/or

ATO/PTO (once your EIB bank is exhausted) to be applied toward such

leave unless you are receiving workmen's compensation (see, e.g.,

Work-related Injury Compensation).

During an approved FMLA, you will continue to be treated as an

active employee for purposes of all benefit plans (e.g. health, dental,

vision, life, STD/LTD and flexible spending). You may elect for the

coverage to continue (and will be responsible for working with the

human resources department to make premium payments) or elect to

cancel your coverage. If you elect to continue, you will be responsible

for any applicable premiums. Upon request, premiums for health

insurance may be held in arrears for payment upon your return. During

any period of time that you are on unpaid FMLA, time off accruals (i.e.,

PTO) will be suspended.

FMLA will expire upon the completion of the twelve (12) weeks (or

26 weeks to care for qualified military service member) within a rolling

12-month period. While on FMLA, you will be required to report

periodically on your leave status and intention to return to work. When

returning to work as scheduled from an authorized FMLA, you will be

reinstated to your former job or a position that is equivalent in benefits


91 Rev. 5-2018

and pay to the one you held before going out on the FMLA. Should you

fail to promptly return to work from an FMLA as scheduled, this will be

deemed a voluntary termination of employment unless your leave is

continued under any other applicable approved leave of absence.

Please contact Baptist Health’s third-party FMLA administrator,

Reliance Standard, or your Human Resources department as soon as

possible once you foresee a need to request leave under the FMLA. For

most employees, they should contact Reliance Standard by calling 1-

877-202-0055 or by going online to www.matrixabsence.com .

Military Leave

Employees on Military Leave are covered by the Uniformed

Services Employment and Reemployment Rights Act (“USERRA”) of

1994 and are eligible for leave and reinstatement in accordance with

the various provision of USERRA provided employees comply with its

notice requirements. Please contact Human Resources for more

information.

Voting Leave

Subject to business needs, and in accordance with applicable law,

Baptist will provide employees with reasonable time off without pay to

allow them to vote and/or serve as an election officer. Employee must

make this request known in advance and must coordinate such time off

consistent with the needs of the business.

Other Leaves of Absence

Regular employees with three (3) months or more of service may

request an approved Leave of Absence (“LOA”), with or without pay,

for a limited period of time for the following reasons:

Personal Illness Leave of Absence (“PILA”) for up to eight (8) weeks (i.e., for those who are ineligible for FMLA due to lack of sufficient service);

http://www.matrixabsence.com/


92 Rev. 5-2018

Emergency Leave of Absence for up to thirty (30) days (e.g., for employees who suffer a personal tragedy such as a fire and need time away from work to attend to such personal matters);

Education Leave of Absence for up to twelve (12) months to attend accredited vocational school, college, or university.

Employees are required to submit a request-for-leave form for

approval. All leaves are subject to approval of the management and

Human Resources. Employees requesting Educational, Personal Illness,

or Emergency Leaves will generally retain their job classification for the

duration of such leaves. However, positions may be filled or abolished

while employees are on an LOA. Baptist Health does not guarantee

that a position will be available at the conclusion of the LOA.

Employee’s tenure of service will not be interrupted if he or she is

reinstated immediately upon the conclusion of LOA provided such

leave is less than six (6) months and will not be considered an exercise

of the one-time Bridging of Service opportunity. Employee who are not

immediately reinstated upon the conclusion of their approved LOA will

be considered terminated. Employees must contact their supervisors

in writing two weeks prior to returning from LOA. Overstaying an

approved LOA without proper notification and approval constitutes an

automatic resignation. Employee benefits do not accrue during unpaid

LOA. Please contact Human Resources should you have questions.


93 Rev. 5-2018

OUR TERMINATION GUIDELINES

Voluntary Termination

1. Resignation – Staff employees are requested to give at least

two (2) weeks written notice of resignation, and managers and

other professionals are requested to give four (4) weeks

written notice. Failure to provide proper notice may result in

employee being marked “Not Eligible for Rehire.”

2. Retirement - Normal retirement age is 65 or the adjusted

Social Security Full Retirement Age.

Involuntary Termination

1. Reduction of staff – If it becomes necessary to reduce the

number of employees in a facility, employees may expect to

receive paid notice of two (2) weeks, pay in lieu of notice

and/or displacement pay that may continue pay and benefits

for an extended period of time. Such compensation is awarded

at the discretion of facility leadership. Administration reserves

the right to retain personnel with special skills and training for

key positions.

2. Dismissal – Cause for dismissal without notice include, but are

not limited to, the following:

a. Misuse of benefits. Fraudulent misuse of employee benefits may be reason for dismissal and/or loss of benefits.

b. Theft or removal from premises without proper authorization of any facility property or property of another employee or patient.


94 Rev. 5-2018

c. Unauthorized use of narcotics or other controlled substances.

d. No Call/No Show: Failure to report to work for a scheduled shift after having received discipline for having violated the no call/no show rule previously or after having failed to report to work for more than two (2) consecutively scheduled work days without proper notice as required by local practice.

e. Absence without notice or leave. An employee who is absent from work for more than two (2) consecutive workdays or in violation of facility's attendance policy who has not appropriately contacted his or her supervisor to explain these absences, will be considered to have voluntarily resigned without notice or reason, and the employee's personnel record will so indicate.

f. Chronic absenteeism or tardiness. A pattern of absenteeism or tardiness while managing to avoid termination under local attendance policies and/or other pattern (e.g., consistently missing day after a holiday, beginning or end of work week, etc.).

g. Destruction of facility property.

h. Insubordination, refusal, or intentional failure to perform work assigned.

i. Use of profanity.

j. Loud, inappropriate verbal altercations.

k. Neglect of duty and/or blatant disregard for policies or procedures, including generally accepted procedures for safety (“GAPS”).

l. Sleeping on the job.

m. Working under influence of alcohol or drugs (or any substance), alcoholic breath, or bringing alcoholic beverages on facility property


95 Rev. 5-2018

n. Use or possession of alcoholic beverages of any kind is forbidden on the premises of the facility.

o. Soliciting tips or accepting them from patients.

p. Engaging in horseplay, running, scuffling, and throwing things.

q. Threatening, intimidating, coercing, or interfering with fellow employees on facility property.

r. Violating safety rules or practices.

s. Verbal or physical abuse of patients.

t. Falsification of records, including, but not limited to, facility documents, records and/or time records.

The above listing does not limit the right of Baptist Health to

terminate employment at any time for any reason (See, e.g.,

Employment at Will).


96 Rev. 5-2018

EMPLOYEE ACKNOWLEDGEMENT

By my electronic signature, I hereby acknowledge that:

I have been provided access to the electronic version of this Introductory Guide, as revised, and that I will familiarize myself with the information contained herein with the understanding that it outlines my privileges and obligations as an employee of this organization. I understand that I may request to receive a printed copy of the most current version of this handbook from my HR representative.

I understand that the contents of this Introductory Guide do not constitute an employment contract between me and the organization. Further, I understand that this Introductory Guide or any statement by an employee or representative of Baptist Health shall not alter my employment-at-will relationship with Baptist Health.

I understand that there are additional policies that govern my employment, which are available to me on the Baptist Employee Network (BEN). I understand that changes to this Introductory Guide or other organizational policies will similarly be posted on BEN and may be made with or without notice, which may modify, supersede, or eliminate the provisions within this Guide.

I agree to personally support a Culture of Safety, to help identify safety concerns and to support Baptist Health’s Just Culture.

I hereby agree that I have read the above confidentiality guideline and will seek to abide by it in both its language and spirit, including my obligation to abide by the Baptist Health HIPAA Privacy and Security Policies and associated procedures. I agree that I am personally obligated to protect confidential patient information so as to ensure the privacy of our patients and that such information shall not be accessed and/or disclosed unless specifically authorized to do so. Finally, I understand that an unauthorized disclosure of any confidential information, specifically including protected health information (PHI), may result in my immediate termination.